...Wordup Labor and Legality Essay August 9, 2011 In her book, Labor and Legality: An Ethnography of a Mexican Immigrant Network, Ruth Gomberg-Muñoz describes the lives of ten busboys, she referrs to as the Lions, living and working in the Chicago area. Gomberg-Muñoz provides an insight into the lives of these undocumented Mexican workers. They share their stories of crossing the border, the affects of their absence on family back in Mexico, and the daily struggles of living in a country without the benefits of citizenship. The Lions, as well as other undocumented Mexicans, have to face Americans stereotypes every day. Probably the biggest stereotype the Lions contend with is the belief that all Mexicans are hard workers. The word “easy” cannot be used to describe the Lions’ busboy jobs. Gomberg-Muñoz describes their daily duties some of which include: cleaning, stocking, setting and clearing tables, and generally assisting the waiters and managers. The managers tell Gomberg-Muñoz that the busboys are “the best workers we have at Il Vino” (Gomberg-Muñoz 2011:18). This may be why on top of the Lions’ standard workload they regularly “unclog toilets, clean martini-induced vomit, change customers’ flat tires, trap mice, organize storage rooms, move furniture, paint, salt the parking lot when it snows, water the plants, and scrape gum from the bottom of tables” (Gomberg-Muñoz 2011:17). The Lion’s may have a stereotype to live up to, but they do try to make it work in their...
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...Response – Labor and Legality The book Labor and Legality: An Ethnography of a Mexican Immigrant Network, by Ruth Gomberg-Munoz, seeks to explain the condition of the Mexican immigrants, and their difficulties. The author presents a situation that has been growing through the years and has developed a view about the Mexican, as the ‘illegal’ or ‘undocumented workers’ that come from Mexico to work in America. In the book, Gomberg-Munoz tries to organize a complete understanding of the undocumented life, rather than arguing over the status of illegal workers, which is already big issue. Therefore, Gomberg-Munoz’s main thesis revolves around the idea that undocumented workers try hard to improve their quality of life by finding employment in the United States even though the illegal status affects their daily life, which limits opportunities. Gomberg-Muñoz presents an insight into the lives of these undocumented Mexican workers. They share their stories of crossing the border, the affects of their absence on family back in Mexico, and the daily struggles of living in a country without the benefits of citizenship. Most of these problems are actually exist in any kind of undocumented immigrants, and in my opinion, being an undocumented immigrant is a choice. I think that if a person chooses or needs to move to a different country with the conscious of being illegal and lonely he or she should take the responsibility for that because...
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...At present, there are 268 Trans boundary river basins worldwide. These basins cover almost two-thirds of the global landmass. Forty percent (40%) of the world's population depends on these shared river basins for the water they need. (International Network, 2002; Sea River, 2002) Of the 71 rivers in the continental United States (excluding Alaska and Hawaii) that are more than 350 miles in length, only 6 are not shared by one or more states and/or countries. Of over 56,000 river miles, less than 7% are not shared. (Pearson Education, 2002) Over 90% of the population in the continental U.S. depends on waters shared with other states. (Draper, 2003) Clearly, guidelines and procedures for efficient and effective water sharing are necessary. Water is central to survival of life itself, and without it plant and animal life would be impossible. Water is a central component of the Earth system, providing important controls on the world's weather and climate. Water is also central to our economic well-being, by supporting rain fed and irrigated agriculture, forestry, navigation, waste processing, and hydroelectricity. (Vorosmarty, 2002) Recreation and tourism are other primary uses supported by water, especially in developed countries. (Bourget, 2005) The water in rivers and some aquifers is different from commodities like oil and gold. Flowing water, like any ambient resource, does not stay within the four corners of any boundaries in the manner of land. (Dellapenna, 2000) Because...
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...Your book review assignment is to 1) read Ruth Gomberg-Muñoz’s ethnography, Labor and Legality, and 2) write a book review by 11am, November 3rd. 1. The point of a review is to take a position with respect to the book and to present a cogent, all-argued paper. Depth, originality and critical thinking in your arguments will be important part of grading. You should use concepts we have been discussing in class (structural violence, colonialism, etc.) to guide your argument. However, the concept of the paper is open-ended. Please develop your thoughts based on the book Labor and Legality. 1. A quality paper will have a strong analysis that draws from concepts learned from the book and also from class. Your arguments should be supported by proper evidence from the book. In other words, your thoughts must be fully engaged with the reading. Thus, proper citations, a clear structure, and also format requirements listed below would be important. 1. Format requirement. 1) Your review should be 3-5 pages (with a separate references cited page), which is a small adjustment from the syllabus. You will still need to use 1-inch margins, double-spaced, 12-point font. 2) Please review the section of the syllabus labeled “2” under “expectations” for information on academic integrity. Plagiarism will not be tolerated. Use in-text citations per the Chicago Style Manual when directly quoting or paraphrasing an author and make sure to include a “works cited” section. If there is any...
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...SOCIALIST REPUBLIC OF VIET NAM Independence - Freedom - Happiness ---------------- LABOR CODE Pursuant to the Constitution 1992 of the Socialist Republic of Vietnam amended and supplemented under the Resolution No. 51/2001/QH10; The National Assembly promulgates the Labor Code. Chapter I GENERAL PROVISIONS Article 1. Scope of regulation The Labor Code specifies the labor standards; the rights, obligations and responsibilities of the employees, the employers, the labor representative organizations, the employer representative organizations in the labor relation and other relations directly related to the labor relation, the State management of labor. Article 2. Subjects of application 1. The Vietnamese employees, apprentices, interns and other employees specified in this Code. 2. The employers. 3. Foreign employees working in Vietnam. 4. Other individuals, agencies and organizations directly related to the labor relation. Article 3. Interpretation of terms In this Code, the following terms are construed as follows: 1. Employees are people from 15 years old and above, capable of working, working under labor contracts, receiving salaries and subject to the management of the employers. 2. The employers are enterprises, agencies, organizations, cooperatives, households and individuals hiring, employing employees under labor contracts. The individuals must be sufficiently capable of civil acts. 3. The labor collectives are organized collectives of the employees working for one employer...
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......................................................................................................................................8 Criminal Background Check Process..........................................................................................8 Cost.................................................................................................................8 Effectiveness...................................................................................................9 Legality...........................................................................................................9 Undercover Police Officers.........................................................................................................9 Cost................................................................................................................10 Effectiveness..................................................................................................10 Legality..........................................................................................................10 Anonymous Tip System.............................................................................................................11...
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...Partido ng Manggagawa (Labor Party) - Philippines 09-20-2011 PALEA: SC final decision on FASAP case bolsters petition vs. outsourcing Press Release September 20, 2011 PALEA: SC final decision on FASAP case bolsters petition vs. outsourcing The Philippine Airlines Employees’ Association (PALEA) asserted today that the Supreme Court’s (SC) final decision in favor of the Flight Attendants and Stewards Association’s (FASAP) on the illegal retrenchment case bolsters its position against the outsourcing plan of Philippine Airlines (PAL). “After 13 long years, the SC ruled with finality that PAL is guilty of illegal dismissing 1,400 flight crew at the height of the flag carrier’s financial troubles. Today with PAL awash in PhP 5 billion in income, the courts will clearly decide against the legality of terminating 2,600 ground crew if the judicial process is given due course,” declared Gerry Rivera, PALEA president and vice chair of Partido ng Manggagawa (PM). PALEA congratulated FASAP in its hard won victory. “We salute our brothers and sisters in FASAP for the justice they have achieved after a protracted legal battle. This is the reason we argue that the ruling of the Office of the President on the outsourcing plan is not yet final and executory pending final judicial resolution of the case,” Rivera clarified. Press Release September 20, 2011 PALEA: SC final decision on FASAP case bolsters petition vs. outsourcing The Philippine Airlines Employees’ Association...
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...Partido ng Manggagawa (Labor Party) - Philippines 09-20-2011 PALEA: SC final decision on FASAP case bolsters petition vs. outsourcing Press Release September 20, 2011 PALEA: SC final decision on FASAP case bolsters petition vs. outsourcing The Philippine Airlines Employees’ Association (PALEA) asserted today that the Supreme Court’s (SC) final decision in favor of the Flight Attendants and Stewards Association’s (FASAP) on the illegal retrenchment case bolsters its position against the outsourcing plan of Philippine Airlines (PAL). “After 13 long years, the SC ruled with finality that PAL is guilty of illegal dismissing 1,400 flight crew at the height of the flag carrier’s financial troubles. Today with PAL awash in PhP 5 billion in income, the courts will clearly decide against the legality of terminating 2,600 ground crew if the judicial process is given due course,” declared Gerry Rivera, PALEA president and vice chair of Partido ng Manggagawa (PM). PALEA congratulated FASAP in its hard won victory. “We salute our brothers and sisters in FASAP for the justice they have achieved after a protracted legal battle. This is the reason we argue that the ruling of the Office of the President on the outsourcing plan is not yet final and executory pending final judicial resolution of the case,” Rivera clarified. Press Release September 20, 2011 PALEA: SC final decision on FASAP case bolsters petition vs. outsourcing The Philippine Airlines Employees’ Association (PALEA) asserted...
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...writing this report is to address major legal issues that have been presented by employees to the organization. Armisteel Pty Ltd is a leading manufacturing industry business that is characterized by high levels of union activities within the organization. The unions include AMFKIU, WTU and WAU. The report is going to look into the committee’s wish that the new agreement maintain existing award provisions that had already been provided by a federal award back in 1988. The report is mainly motivated by a number of claims that have been made by the unions and will seek to address their legality to the fullness of the law. The unions are also seeking to take industrial action id their claims are not met by the organization. Introduction: The significance of writing this report is to address and offer recommendations to the joint union committee as well as the recently appointed General Manager on the legality of some of the issues that have been presented by the workers unions. The joint union committee is mainly concerned about major changes that affect industrial laws and the potential that those laws have to the undermining of the current worker conditions at the company. This report is going to address the resolutions that have been reached by this committee on the new legislations and laws support. The report seeks to address the agreement that the committee wants to reach with Armisteel Pty Ltd on this new legislations. In Australia and around the...
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...Legal, Safety, and Regulatory Requirements HCS 341 July 4, 2011 Legal, Safety, and Regulatory Requirements The phrase ‘common sense and compassion in the work place has been replaced by litigation’ is common in a majority of workplaces. Litigation is defined as carrying on with a legal contest by judicial process (Merriam-Webster, 2011). The phrase indicates that legalities have taken over the process of personally making sound judgments and being personally being aware of others issues. Concentration on workplace safety, legal issues, and other regulations has taken precedence to many aspects of our employment; in some cases, more so than customer satisfaction. The customers’ wishes and treatment in the past was always thought to be the most important thing and something that should never be negotiated. However, government and regulatory agencies have indicated that safety and legal rights of the employer, employee, and customer should be protected and primary concern. The Occupational Safety and Health Administration (OSHA) as well as the Centers for Disease Control (CDC) have set safety and regulatory guidelines which protect the employer from causing damage to property, employees, and customers. These guidelines can be viewed as protecting all parties involved in an organization as the employee is protected from workplace injury or exposure and the customer is protected from injury and exposure while being involved with an organization. The CDC has set guidelines...
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...principles and values applied to situations arising in a business setting. In other words, the fairness, rightness, or wrongness, if you will, of an action. If you have ever seen the movie “Wall Street” with Michael Douglass, you probably recall his character Gordon Gekko, who basically espoused that “Greed is Good.” You might question his approach to ethics. Than again, maybe you wouldn’t! Unfortunately, companies have conflicting duties: to make a profit, to work efficiently, and still stay within the law or suffer dramatic consequences. As you might imagine, it is sometimes like putting a square peg into a round circle. For example, a company can make a higher profit if it uses overseas labor or raw materials, but what about the legality and ethics of such a decision? It would seem in recent years there has been an emphasis on the bottom line, rightly or wrongly. Legal versus Ethical Questions generally asked by companies: Is the proposed action: profitable? If so, is it: Legal? Ethical? Notice the ordering. Legal Behavior: many actions are clearly legal or illegal, but many items also fall into a gray area. While legal compliance is achieved, i.e., a minimum accepted standard, what about Advertising- how far can we stretch the truth and get away with it and attract new customers...
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...Abstract This paper will discuss the legality requirement when hiring. The U.S. Department of Labor provides several laws and acts that protect potential new hires from unethical hiring practices. The interpretation of the laws provides their own advantages and disadvantages. Hiring Legalities Introduction When looking to fill positions, whether a promotion or a new hire, employers must list the qualifications and the job requirements. This saves the employer and the prospective employee time. Another factor in hiring that must be considered are the legislative laws that are currently in place. Developing an Effective Job Requisition. Developing effective job descriptions helps employers to articulate the responsibilities and requirement of the job/s that they are trying to fill. An effective job description also serves as the benchmark to tell employees if they are a fit for the job in question. Furthermore, it helps employees to understand the boundaries of the expected performance from the potential employee. Ultimately, the goal of an effective job description is to hire the top candidate based on their skills, education and experience (Heatherfield, 2013). When employers are putting together a job description certain steps must be followed. The first that must be followed is to perform a job analysis. A job analysis will enable hiring managers to collect data that can include, job responsibilities of current employees, financial...
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...My article described joint employee liabilities for employee claims. Many questions were asked in this article including, “who is the employer?” and “who has the liability for employment claims?”. Joint employment means that multiple employers have the same control over all employees. For example, employers who hire contracting companies to do certain jobs share civil responsibilities with the labor contractors. The changes in public policy has brought up the trend to hold multiple positions accountable, including employees, contractors, franchisees, and other business partners. This term is defined as joint employer liability. With the joint employer policy, it was stated that it’s “no longer necessary to exercise direct, immediate control...
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...compassionate and loyal employees willing to sacrifice against all odds. Healthcare is facing many changes and challenges in providing qualified employees but by possessing a Human Resource manger one can possess the ability to enhance the characteristics of an organization safely, legally and by way of regulations. • Examine the effect of requirements on human resource process. For each. Legal There are so many legalities involved with human resource processing, such as, hiring employees, using independent contractors and hiring free lancers, providing benefits, evaluation of managerial performances, prevention of harassment and discrimination, employee privacy and rights, and employee health. To establish discipline within an organization legal processes are put into place to prevent hazards and harassment. Federal laws outline certain basic provisions and requirements such as wages and hours and its standards to cover employers and employees. Federal laws also cover the whole outlook of employment from hiring to termination. The United States Department of Labor administers major statues of regulations affecting business and employees. Safety A compliant accountability is set in place by Occupational Safety and Health Act (OSHA) to standardize all safety guidelines for all employees through any...
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...authority, and the committees existence is determined by management. Management has a control over issue committees a concern that these committees can be manipulated by management and make employees believe they are receiving benefits. These committees might seem to be a win-win, but really a pretense company union due that management is in full control. These committees do not constitute a labor organization. In a labor organization employees participate in the collective bargaining with their employers to secure working conditions, wages, and similar benefits. Similar benefits are usually stipulated by labor organizations not committees, which include lockouts, strikes, and other benefits, that doubtfully negotiated by management in these committees. There is a distinction between legal and illegal committees. Committees, plans that are a one way are legal. This type of plan describes when information is exchanged between employees and employers and vice versa, there is no dealing. Secondly, employees that represent themselves and not co-workers do not violate U.S. labor law. Thirdly, the...
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