My Experience At Las Vegas - 1777 Words

Article 7 – Want to make your casino bonus count? Then read this! Everyone loves a â€Å"freebie† and in most cases freebies don’t come any bigger than the famed casino bonus. My very first experience of the casino came over ten years ago when some friends and I paid a visit to Las Vegas, while there I spent countless hours at the blackjack table. I knew a bit regarding the basic strategy, so I definitely fancied my chances. After giving it my all I found myself burned by the whole experience, Las Vegas proved to be pretty cruel and my money was gone in very little time at all. At the time I put my experience down to the in-house casino environment. Since then I have headed online and given what has happened I’m glad I did. Let’s start with my first step in the world of online gambling, the casino bonus. I found that the one I used to be a great tool for sampling the online casino world. Back when I was first starting out the online casino world was a different place to the one it is today. Online casino bonuses at the time were something that you needed to hunt for, hopefully finding yourself one with low wagering requirements in the process. After getting myself plenty of free funds to play with I got to work with variety play in mind. For many years I had seen people pick up a bonus and blow it all through ridiculous betting strategies. People would bet on random roulette numbers and on both sides of the pass in craps, while in poker and blackjack they would seemingly playShow MoreRelatedSpecial Treats At Tkg Las Vegas Reservations Essay1427 Words   |  6 PagesSpecial Treats at TKG Las Vegas Reservations As one who travels regularly, I need reservations every now and then. I was not very sure what to expect in Las Vegas, since it was my first visit. 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Marijuana Laws Restrict The Growth And Use Of Marijuana

Marijuana is â€Å" the dried leaves and female flowers of the hemp plant, used in cigarette form as [a] narcotic or hallucinogen.†(â€Å"Marijuana†) In the 17th century, marijuana production was encouraged and supported by U.S. legislation. Later, â€Å"during the 19th century,[marijuana] use became a fad in France and also, to some extent, in the U.S.†(â€Å" Marijuana Timeline†). During the 1920’s and 1930’s, the drug raised fears linked with illegal immigrants and criminal activity. (â€Å"Marijuana Timeline†). Then, during World War II, cannabis regained its popularity and support as â€Å"Hemp for Victory† (â€Å"Marijuana Timeline†). In the following years, the federal government created laws restricting the growth and use of marijuana. Specifically, drug†¦show more content†¦After extensive research on both sides of the issue, I believe marijuana should remain illegal in the United States. Some people believe that through the legalization of marijuana, our nation’s tax revenue will significantly increase. On the contrary, like many other drugs, such as alcohol and tobacco, taxation of the drug will cost the nation money. For example, as stated by Marty Nemko, a psychologist and career coach, knowledgeable on the effects of legal marijuana, states that â€Å"legal pot does not yield tax dollars, it costs tax dollars†(Nemko). As with the taxation of alcohol and tobacco, tax dollars are not increased as commonly thought due to the cost of dealing with addiction, driving under the influence, and domestic abuse or illness. (Miller) Likewise, if marijuana were legalized, its accessibility would cause a total loss in tax revenue. The Drug Abuse Resistance Education estimates â€Å"legalization†¦[of marijuana] would bring with it additional substance abuse in [states] and long-term public costs†¦ that would vastly exceed the ... amount of new revenue l egal weed might import.† (Miller) The California Board of Equalization estimates that treating the taxation of marijuana like alcohol or cigarettes would result in a tax revenue increase of a dollar while the nation would be spending $8.95 for treatment of marijuana drug abuse related cases (Miller) Since, the taxation of legal marijuana

Employee Inventions and Employment Context †MyAssignmenthelp.com

Question: Discuss about the Employee Inventions and Employment Context. Answer: Introduction The Better Off Overall Test is the main approval requirement for any single enterprise agreement which is not in a Greenfields agreement. The Fair Work Act should show proof of satisfaction when it comes to each award that is covered by the employee Management. This needs to be done in an overall manner when the agreement applies them to the most important modern award. The Better Off Overall Test began in 2010 and has been applied in Australian firms since then. In this manner it is important that the Better Off Overall Test satisfies the test time at the time application approval is made(Watson, 2017). As part of the requirement, the Better Off Overall Test should also be in line with the Fair work act as long as the approval is made(Walpole, 2016). It is also possible that the Fair Work Act should always approve the agreement which does not meet the Better Off Overall Test. It is also important to note that only the strict and limited cases can be considered by tribunals as with regard to the agreement so long as it is in contrary to the interest of the public. According to the Fair Work Act also, one looks at the situation where the tribunal will consider the approval of the agreement which is usually not contrary to the public interest(Harpur, et al., 2012). Also according to the law another example can be realized where agreement approval is also part of a reasonable strategy that deals with the long term or the short term crisis in the organisation(Barron, 2014). This is important as it assist the organisation with it comes to the employee covered by the agreement. The aim of this report is to analyze the application Management of Better of Overall Test with reference to the fair works Act 2002 of Australian employment laws. This report will cover the concept of Better Off overall test in Australia. In doing so, the report will also discuss the concerns of this concept by looking at the pros. Or advantages of the application to the Australian worker. As part of the report, the paper will analyze some of the concerns of BOOT by looking at two companies; H M and Coles and how the failure to follow the fair works act and resulted in the failure of BOOT by the company. The BOOT The Better Off Overall Test ( BOOT) and the underpinning award that are meant to administer the countrys Fair Work Act. For many companies, this is far more rigorous than was the case of the previous failing BOOT or the agreements that were entered to before 2010. In most cases there is much more close attention being applied to the proposed awards to casual workers. All employee procedures need to follow the Fair Works Act and arbitrate other disputes. The BOOT was established in 2010 with the main objective being to protect workers from being mistreated by their employers. For example they commission will intervene in situations where the company allows employees to spend a lot of sleepless nights wondering how to manage different costs of wages, especially when looking at the administrative challenges that are always changing with time. Some of them include the penalty rates, overtime allowances and the shift allowance. These are some of the criteria that have been used to measure the degree of BOOT. A company may have employees work on night shifts, weekends or in excess of the standard 38 hours a week(Jennifer Linda, 2010). The BOOT concept provides employees with a lot of advantages from their employees. Most of which is stipulated in the Award Flexibility Agreement. According to Watson, (2017), with regard to the updated wages Guide 2015 which calls them as one of the most legally effective way that is used in making an absorption agreement. This has been proved to be more effective. One of the reason is that in each modern award, there is a clause which say an employee Management can vary certain terms of the award in relation to the working hours, penalty, overtime, leave and loading allowances. The BOOT also ensures that, its employee award was poorly drafted meaning negotiations with the commission would still not bear fruit. The commission looked at a claim that requires the industry to settle the underpayment of its employee(Fells, 2014). The other worst thing that could happen in the organisation is a situation where they are meant to be visited by the Fair Work Ombudsman. The same case scenario happened in 2011 in a shooting at Queensland arcade where it was prosecuted and fined $25,000 while the director of the arcade was also compelled to bay another $5,000. And even thought the director was paying employees and a much more higher grade with reference to the award, that they way that it was fairly required of him, the wording of the AFA was not so particular about what needed to change, neither did it define ways that it could change or when the change would begin(Barron, 2014). It the same line, employees that question as to whether they are better off under the AFA or those that would rather consider them further, are also instructed by the director which would be out of Job if they did not sign on the dotted line. It is also important to consider preparation of the AFA and whether this should be considered further and if they would be rendered jobless if they had not signed the dotted agreement. Concerns with BOOT: A case of H M and Coles H M is a Swedish Fashion giant with satellite work stations in various parts of the world. The company opened its first store in Australia in 2014, with time it expanded to have its operations to over 10 stores in the country. The company plans to open more stores in Toowoomba and Wollongong. HM also trades through other three upmarket COS in Melbourne and Sydney. With regard to the fair works act in Australia, the fashion giant had come up with proposal that would enable them meet the criteria without having to interfere with their normal operations, however this was rejected by the commission(Bray A. Stewart, 2013). The workplace agreement that was proposed by the company was meant to cover 1200 workers in the company where the penalty rates left most of them worse off than the award from the industry (Anderson, 2016). some of the other proposals by HM including cutting off public holidays and weekend penalty rates. Other areas of the cuts included overtime rates, in return the e mployees would receive high pay rates during the normal working days from Monday to Friday. This means that employees who were going to work during weekends would experience an increase in the number of ordinary working hours and short breaks before the next working period(Riley, 2005). Even though the company provided for different undertaking in reference to the proposed deal, the company also cut the salaries that were previously declared for some of the employees to $5000 per year(Anderson, 2016). There were concerns about the deal as it seemed to be inferior in a retail award meaning that it would not pass the Better Off Overall Test (BOOT) as stipulated in the fair works act. The main issue was that the undertakings by the company especially on casual employees did not meet the BOOT test requirements thus there is not way this could be approved. In this manner thus, the company was unable to pass the Better Off Overall Test(Anderson, 2014). Also in another case involving Coles Supermarkets Australia Pty Ltd , a full bench of the fair work commission decline the enterprise agreement since it was found that it had not passed the Better off agreement test (BOOT)(Sutherland Riley, 2016). This decision as very important to the employees in the supermarket as it covered the largest number of desperate workers. The main concern here is that the enterprise agreement was drafted in a way that it would cover 78,000 employees paid under wages at its supermarkets around Australia. The agreement was approved by majority of employees and supported by the union covering the supermarkets workforce. However, just like HM, the agreement was sent for approval by FWC, the agreement include terms which were more or less beneficial with regard to required awards(Sutherland Riley, 2016). The agreement was also found to include some terms and conditions that did not meet the requirements for an award(Pila, 2012). In this manner concerns were raised by the fair work commission on whether the agreement passed the BOOT. Other issues concerning it failure to observe the BOOT test was also discussed and proposals by the SDA called for an increase in the Monday to Sunday rates for casual employees, especially those who work on weekends. If this is done well, them each casual employee will be able to rightfully receive an award based on the scope and time spent at work if this would be done well then they will be in a position to satisfy the BOOT for all employees(Anderson, 2016). In addition to this are the penalty rates. The proposed penalty rates by the company were found not to fully compensate casual employees when they have worked for long hours and during unsocial times. The BOOT dictates that they are entitled to maintenance(Watson, 2017). However, when looking at odd working days like Sundays, the penalty rates for hospitality, cafes, restaurants, entertainment and retailing were not well covered in the Sunday rates. The arrangements of an employee can help in this line, however this take is usually low. In other areas, this part rejects existence and ignorance of employees. It is however also notable that perceptions are at times unfounded and leads to defects which constrain various use(Street Thomas, 2015). One of the ways is to ensure that this is resolved through provision of information about their use. It also includes extension of employee termination period and arranging it through a no disadvantage test. This also went hand in hand with the issue of unfair dismissal in the company. it was suggested in the proposal that about 1500 of employees will be dismissed. The current statistics indicate that the issue of claiming unfair dismissal is still in very small proportions despite the implementation of the act. In this regard, it was possible that employee would file for unfair dismissal cases and not get fully compensated for the same(Watson, 2017). According to other statistics, about 90 per cent of employees dismissed with no tangible reason usually do not get compensated and those that do, will not get fully compensated. Concerns for the Commission against H M With regard to the provisions provided under the Fair Work Act, there are major concern that come up with the implementation of BOOT by H M. The new proposals by the company seemed not to consider issues such as underpayment, unfair dismissal and discrimination and long working hours. The protection of these type of employee arrangement also suggests that the company implemented one of the more light handed suits or arrangements with regard to BOOT. Some of the major concerns include the following: When it comes to minimum wages it Australia, this is usually justified including the view that the exist levels are always very highly prejudicial to employment, this is usually not well addressed in the BOOT and fair work act. It is however important to note that the mode of minimum wage that was proposed by H M posed the risk for employment especially when the set is put against the weakening labor market in the country. It is of great concern that even higher income employees should get to have minimum wages. Recommendations The first overall recommendation is for the Fair Work Act commissioners, this should be separated in two main divisions. First is the minimum standard division which will be designed to determine wages, in this manner, they will have to review the wages among employees in Australia and make determination with regard to the award. The members of the organisations need to also to be well educated and experienced when it comes to social science, commerce and economics and not only the law. There should also be a tribunal division, this would be solely responsible for the quasi-judicial function of the Fair Work Commission(Thornthwaite Sheldon, 2011). Some of their roles would be making decisions that related to unfair dismissal, approval of employee and employer agreements, adverse actions, rights of entry and industrial disputes. In addition, its members need to have a broad experience and should be drawn from various professions that include commerce dispute resolution, the law, economics and the ombudsman office. In addition, processes that entail the appointing of member of the FWC should also be looked in to. The Australia, territory and state governments need to come up with an expert panel that will be consulted solely for employment. These panel should be able to come up with a merit based shortlist of those who will run the two divisions. In this line it is also important to recognize that the Australian government minister will then be called upon to choose members from the shortlist who will serve for a fixed tenure(Jennifer Linda, 2010). There should also be the provision of a possible renewal when they perform well. The other concern is the appointment of the FWC member, in some cases this has led to inconsistencies when it comes to decision making. This is a major concern in situations where a new it for purpose governance model that involves all the jurisdiction in Australia will be able to resolve the bargaining of small union representatives, smooth progression and out of cost bargaining. There also needs to be a requirement which a nonparty union will only act as the bargaining representative if they have been able to secure the support with regard to a reasonable share of workforce. In this regard, the productivity commission also proposes a 5 per cent, to achieve the said objectives. lastly it is important to make awareness of the act and the BOOT to employees in Australia(Thornthwaite Sheldon, 2011). Most of them do not understand the contents. Most of them are also not used to the flexibility arrangements, those that provide for protection among employees and are not hard to make. In this manner, the awareness should also include migrants who work in the country. It is reported that about 50,000 of migrants are working in breach of the Migration act of 1958. In this regard, most of them are not usually covered with reference to visa terms and the working condition. Despite looking at other employees, a migrant who knows is illegally working in the country, may not really raise concerns of the law, in this manner, most of them are exploited and underpaid. If the commission sets a program to create awareness of the above discussed provisions, it will provide most of these migrants with an opportunity to legalize their stay so that they can enjoyer a lot from the work they do(Barron, 2014). Conclusion In conclusion, despite the implementation of FWA and BOOT by H M, there is little evidence which suggest unfair dismissal as being practiced by the organisation especially with regard to casual employees in the company. Also when looking at the companys implementation of BOOT it is not effective when it comes to worker employee principles. It has sometimes seen to let itself to a line by line; approach with regard to the assessment of whether the relevant class of employees will be better or become much worse when looking at each individual term in the employment agreement and the recommended award. This shows that the basic reason for implementing BOOT is to ensure there are global standards applied with regard to the way employees are treated in an organisation. This looks at the global benefits of the employee and employer agreement and the tests will be focused on this that are against the overall benefits of the BOOT award. Here there will be a shift to a new advantage test whi ch can assist and support worker and employer intention. References Anderson, H., 2014. Pressing the right buttons: Australian case studies in the protection of employee entitlements against corporate insolvency. International Labour Review, Volume 153, pp. 117-142. Anderson, H., 2016. Pressing the right buttons: Australian case studies in the protection of employee entitlements against corporate insolvency. International Labour Review, 153(1), pp. 117-142. Barron, L., 2014. A fair day's pay for a fair day's work": why Congress should amend the Fair Labor Standards Act to include an actual time test for retroactive damages. Iowa Law Review, 99(3), p. 1297. Bray, M. A. Stewart, A., 2013. From the arbitration system to the Fair Work Act : the changing approach in Australia to voice and representation at work. Adelaide Law Review, 34(1), pp. 21-41. Fells, R., 2014. Rediscovering Collective Bargaining: Australia's Fair Work Act in International Perspective. Industrial Relations Journal, 45(1), pp. 98-99. Harpur, P., French, B. Bales, R., 2012. Australia's Fair Work Act and the transformation of workplace disability discrimination law. Wisconsin International Law Journal, 30(1), p. 190. Jennifer, W. Linda, C., 2010. The Work-life Provisions of the Fair Work Act: A Compromise of Stakeholder Preference. Australian Bulletin of Labour, 36(2). Pila, J., 2012. Sewing the Fly Buttons on the Statute': Employee Inventions and the Employment Context. Oxford Journal of Legal Studies, 32(2), pp. 265-295. Riley, J., 2005. Employee protection at common law, Federation Press. N.S.W.: Annandale. Street, T. Thomas, D., 2015. Employee factors associated with interest in improving sun protection in an Australian mining workforce. Health Promotion Journal of Australia: Official Journal of Australian Association of Health Promotion Professional, 26(1), pp. 33-38. Sutherland, C. Riley, J., 2016. Major court and tribunal decisions in Australia in 2015. Journal of Industrial Relations, 58(3), pp. 388-401. Thornthwaite, L. Sheldon, P., 2011. Fair Work Australia: Employer Association Policies, Industrial Law and the Changing Role of the Tribunal. Journal of Industrial Relations, 53(5), pp. 616-631. Walpole, K., 2016. How is employees' input and influence over collective agreements shaped by Australia's Fair Work Act?. Labour Industry: a journal of the social and economic relations of work, 26(3), p. 220. Warburton, G., 2010. The Fair Work Act 2009 (CTH) : a new model?. University of Western Sydney Law Review, 13(13), pp. 155-175. Watson, G., 2017. Better off overall' test creates more jobless workers: Industrial relations. Melbourne: Fairfax Media Publications Pty Limited.