Key Legislation and the Participants Who Have Launched the Polar Bear Term Paper

Key Legislation and the Participants Who Have Launched the Polar Bear Protection Campaign - Term Paper Example The flexibility of ESA IV. Negative sides A. ESA not absolutely effective in curbing the global warming B. Hard to get the connection between melting ice caps and the greenhouse gas C. ESA the costs of regulating greenhouse gases are high V. My stance and rationale for why you support or oppose the project. A. Kyoto protocol will be of great importance in curbing the global warming B.1973 international agreement will result to increase of polar bears in the world. C. Amendments of the Endangered Species Act widen its implications ? ­ Introduction In the contemporary world, global warming has not only jeopardized the health of individuals but also it has significantly affected the living condition of the animals especially those residing in oceans, seas and on the ice. Earlier on, human activities were viewed as major contributors to global warming. However, due to the industrial and technological developments that have emerged in the world, carbon emissions have been the major trig ger for global warming. Despite the engagement of many countries to fend off the challenges of global warming, some countries such as US and China have not taken initiatives to join Kyoto Protocol, an agreement that is focused on mitigating carbon emissions. Major legislation that has been adopted by the US government to reduce emissions include the Clean Air Act and the Endangered Species Act (ESA). Major Players US major players in the protection of the polar bear include Natural Resources Defense Council, Arctic Climate Impact Assessment, United States Geological Survey and International Union for Conservation of Nature (IUCN) (Laura, 2008). According to the Endangered Species Act, Fish and Wildlife Service should identify the species that are threatened or endangered before they are listed. In this way, the FWS has a clear recovery plan that is aimed at protecting the species. Some of the key factors that are considered during the identification of a threatened or endangered spe cies include the scientific use, modification, predation or diseases, curtailment as well as the ineffectiveness of the regulatory mechanisms.  

Employee Relations in UK Essay Example | Topics and Well Written Essays - 2500 words

Employee Relations in UK - Essay Example It will be useful for management to conduct seminars and training sessions wherein the see the applicability of employee right in real-case scenarios In the United Kingdom, the Employment Relations Act (1999) was adopted by the government to provide better working standards for employees. It is intended to improve relations between an organization and its employees by fostering a new climate of co-operation between the worker and the employer. This act lays down the need to implement a statutory procedure for trade unions to be recognized as organizations which speak or put forth the interests of the organization's employees ( Such a procedure needs to be adopted by any organizations where the employees exceeds 20). The Employment Relations Act (1999), states that any independent public body such as the Central Arbitration Committee should be given due recognition in cases where a majority members of the workforce of an organization are union members. This law empowers employees by bringing out provisions that protect their rights and also strengthens their rights to belong to unions. Through this law workers have the right to be accompanied by a trade union official at disciplinary and grievance hearings. As a result of this law, it is not possible for employers to dismiss employees who are taking official, lawfully-organized industrial action. One of the hall-marks of this law is that it promotes ideas for a friendly working atmosphere and reforms tribunal awards for unfair dismissal. After the implementation of this act, it effectiveness was reviewed by government authorities. The review reveals that the act has been well-implemented and has succeeded in its purpose to improve employee relations. Through this act the procedure for recognition of trade unions has been carried out smoothly and efficiently. In the case of any issues of employee grievances, these issues are resolved very quickly, say within less than half the time. After this law came into effect, what was noticed was that inter-union disputes and legal challenges have drastically come down. The Act has encouraged voluntary settlement of recognition claims since its implementation and as a result, there have been about over 1,000 voluntary recognition agreements in the United Kingdom. Speaking on the effect of the implementation of the Employment Act, the Employment Relations Minister, Alan Johnson, said that there was evidence which showed that the law was doing what it proposed to do. As a result of the law, the number of strikes have comes down and the number of people who were employed was increasing. There is a real change in the attitude of employers towards employees and this has fostered an atmosphere wherein employers and employee are not just working together, but working together really well. Employee relations and handling disputes The Employment Act in 2002, made more improvements in the handling of employee relations. It lays down a set of procedures for managing disputes at the workplace. As per the new provisions, all employers must by October 2004, follow a procedure to deal with disputes. This procedure is a three-step process which ensures that disputes are discussed at work. As per this procedure, the dispute or grievance which an employee has against the employer must be set out in writing. All details must be