Ho V Regulator Australia Pty Ltd 2004 Fmca 62

Throughout this reflective account i will refer to the individual I was working with as Gloria. I have not used her real name throughout this piece to protect her identity and to ensure that I am maintaining confidentiality. “You must respect people’s rights to confidentiality” (NMC 2013) Gloria is a 74 year old lady who lives at the residential care home at which I am currently on placement Gloria is under the Adults with Incapacity Scotland Act 2000 due to a diagnosis of Dementia. She is mobile with the aid of a Zimmer frame and is still as independent as her health allows. She requires the assistance of 1 carer for most activities of daily living. After breakfast I offered to take Gloria to the toilet

She said that she preferred some freedom and privacy in the aspect of using the toilet without any assistance. I respected her views as these were set out on her care plan. I agreed and respected her view under the Human Right Act 1998.

AU Section 316 of Statement of Accounting Standards (SAS) No. 99 discusses what things an auditor should consider regarding fraud as part of an audit engagement. As part of this, AU §316.19a states “make inquiries of management and others within the entity to obtain their view about the risks of fraud and how they are addressed”, or interview those in positions to have knowledge about how various items are reported as part of an entity’s financial statements and corresponding disclosures. But are accounting programs providing graduates with the classroom content and experiential experiences to develop the interviewing skills necessary for success in the accounting profession? Currently, with rare exception, it does not appear so.

Because peoples heritage is part of their culture. The more you understand about it the more you understand the person and the reason they do some of the things they do. You have a heritage and it is why you were brought up with the beliefs and standards. You want people to respect that, so you should give the same respect. It’s also a part of history which has helped us evolve throughout this world. You may not like it or agree with it, but you should at least learn a bit about it before you make a decision and still respect it.

All outcomes in red are observations to be carried out by assessor. The information given indicates the types of things assessor will be looking for

Women working men’s jobs were not as welcomed in society as they were in factories. People held on to the belief that women should be house wives and not have to do much in the way of work. The man should provide for the family, and the women should take care of the family. Many of the women who worked were lower class and had to help provide for their families, or were the only providers for their families. Women who worked men’s jobs were looked down upon and thought to be no better than dirt. Although women working in factories were still women, men did not show them the same respect as they did a woman working as a secretary or teacher.

3. Service users were not treated with respect and never encouraged to be empowered in any areas. Those who requested carers of the same sex had requests ignored and many residents felt embarrassed and said they never had their dignity respected. This was particularly criticised on religious grounds.

Sue works for a company called X-Pest Pty Ltd. One day Sue walked into the lunchroom of the business. In the lunchroom was a number of male and female staff that were looking at the latest Queensland Netball Team calendar called “Chicks of Netball”. The players in the calendar were semi-naked. As Sue walked into the room, Bruce, who knew Sue was very shy around men, was pinning up Miss October on the staffroom fridge. As Sue came over Bruce looked her up and down, and then looked at the calendar, and, confident he could humiliate Sue, said in a loud voice so that everyone could hear, “Too bad we don’t have any real chicks working here like the ones in the calendar. All we

Dating back throughout history woman were often considered to be too soft or docile to work. In the early 1800’s, as well as the 1950’s, it was thought that woman should not only be pure in heart, mind and body, but that they should be submissive to their husbands and not work outside the home, this was known as the Cult of Domesticity (Keister & Southgate, Inequality: a contemporary approach to race, class and gender, 2012, p. 228).

There is sufficient, vital unfairness in gender relations within the family or home that can take many dissimilar forms. Family arrangements can be quite unequal in sharing the load of

Katz and Andronici, attorneys specializing in woman’s rights issues, said in this case many businesses can hide behind the “she didn’t ask for more” law. This is an example where a business manages to take advantage of women for their skills. Sadly many businesses all over the United States get away with this injustice.

3.1. Describe the roles and responsibilities of those involved in prescribing, dispensing and supporting use of medication

In Everyday injustices for working women: The slights add up website, even though today women have the freedom of association and press, men are feeling less powerful than women at work. When women present problems are an issue at work, they are seen weak and not a strong person who wants to find solutions to the conflict. Although, when men present their problems, they are seen strong, uptight person who is able to take charge to find a solution not like the women. Unfortunately, women are not accredited for their hard

The Sex Discrimination Act 1984 was enacted for the purpose of giving effect to the elimination of all forms of discrimination against women and prohibiting discrimination on the grounds of sex, marital status or pregnancy in areas including education, accommodation and provision services (Strachan & French, 2007). Furthermore, the legislation promoted recognition and acceptance of the principle of equality of men and women within the community. Additionally, the removal of discriminatory barriers has designed and ‘encouraged’ a change in treatment of women in recruitment, retirement, dismissal and termination. As a result, social behaviour modifies through the setup of rules that ‘employers must not discriminate’ through the enforcement of law (Strachan & French, 2007).

These laws were written in response to a number of cases where employees, particularly female employees, were made to feel uncomfortable in the workplace by harassment of a sexual nature. This type of conduct was discouraging women from entering the work force. By introducing laws against sexual harassment, the law aims to stop all members of society being susceptible to, or discouraged by sexual harassment. Furthermore, the element of unlawful harassment is described broadly.