Bill of Rights for the United Kingdom

Bill of Rights for the United Kingdom Disclaimer: This work has been submitted by a student. This is not an example of the work produced by our Law Essay Writing Service . You can view samples of our professional work here . Bill of Rights for the United Kingdom Over the years, there has been an ongoing debate over whether there should be a Bill of Rights for the United Kingdom (UK). The Government is committed to considering the need for a Bill of Rights and other political parties have expressed interest in developing one. Parliament’s Joint Committee on Human Rights (JCHR) has demonstrated in its report that there are many groups in society, such as older people and adults with learning disabilities, whose human rights are insufficiently protected. They argue that UK Bill of Rights and Freedoms (BRF) is desirable in order to provide necessary protection to all, particularly to the marginalized and vulnerable people. This essay will discuss on the two main issues considered by the Committee, namely the judicial review (JR) and entrenchment, in reference to some legal and political theories outlines as structured below. Arguments in favour of JR/ entrenchment As mentioned in the report of JCHR , the adopting of the BRF sets out a shared vision of a desirable future society: it is aspirational in nature as well as protecting those human rights which already exist. JCHR suggests that a BRF should give lasting effect to values shared by the people of the UK by including liberty, democracy, fairness, civic duty, and the rule of law. In considering JCHR’s proposal, it is pivotal to gain a simplistic appreciation of Ronald Dworkin’s democracy theory to illustrate the arguments in favour of JR and entrenchment. Dworkin has been a firm defender of JR of constitutional rights in the United States. Dworkin believes that government should be bound to certain rights by the very authority that structures and empowers governmental procedures, and this commitment should be enforced by the courts. He says that a constitution principle enforced by independent judges is not undemocratic and there is no trade-off between rights and democracy. Democracy does not insist on judge s having the last word, but democracy also does not insist that the judges must not have the last word. He suggests that in order to provide a democratic justification for the judges’ prevailing, one has to show not only that they have democratic credentials but that they have better democratic claim than that asserted in the legislative action in question. Further, Dworkin alleges that democratic constitutional theory ought to be oriented primarily to results. In every society there will be questions whether enacted legislation conflicts with the fundamental principles of democracy. These questions should be assigned to whatever institution which is likely to answer them correctly. In some countries, such as UK, this may be the legislature but often there is reason to think that the legislature is not the safest vehicle for protecting the rights associated with democracy. In that case, we should assign the issue to the courts, if we think they are a safer bet. Dworkin says w e should not be deterred by the fact that courts are not constituted in a way that makes them democratically accountable. Accountability does not matter, all a partisan of democracy should be concerned is that courts are reliable in making good decisions about democracy. Dworkin seems to be suggesting that if a political decision is about democracy or the rights associated with democracy; then all that matters is that the decision must be right, from a democratic point of view.

Diseases and Disorders of the ear and eye Assignment

Diseases and Disorders of the ear and eye - Assignment Example The paper gives correct and brief answers that help you to learn the material or to prepare for the exam. Describe the three separate parts of the ear. Answer: The three separate parts of the ear are external ear, middle ear and inner ear. The external ear comprises of the auricle, the auditory canal and the drumhead. The middle ear is made up of the ear tube, the mastoid and its ear cells. The inner ear comprises of the bony labyrinth and the membranous labyrinth. The external ear is mainly involved in receiving sound impulses and transmitting it forward. The middle ear is also a conduction system. Differentiate between the two primary types of glaucoma. Answer. The two primary types of glaucoma include open angle glaucoma and angle closure glaucoma. A high intraocular pressure is characteristic of both the types. Open angle glaucoma has a greater frequency of occurrence and it is characterized by a gradual blockage of the drainage of the eye. The angle of the iris and cornea is open and not very narrow and thus it presents chronically. Angle closure glaucoma on the other hand is acute because of the narrowing of the angle that exists between the iris and the cornea. Name the etiologic factors of macular degeneration. Answer: Macular degeneration is mainly an age related pathology which results in complete loss of vision in developed nations. Although no definite causes for the condition have been identified but smoking of cigarettes, raised blood pressure and genetics are known to play a role.

Workforce diversity and HR Coursework Example | Topics and Well Written Essays - 1250 words

Workforce diversity and HR - Coursework Example An overview of LOCOG indicates that it is a temporary organization established in 2005 for the ultimate aim of delivering the most challenging international project to the standards required by the International Olympic Committee through the defined time frame culminating on the 27th of July, 2012. Due to the disclosed need to live up to the worldwide expectations associated with the global brand of the Olympics, as host organization, LOCOG is expected to present a compendium detailing the importance of managing workforce diversity. Likewise, as HR Manager of LOCOG, one is tasked with presenting ways by which HR can significantly contribute towards the organization’s broader objective of diversity. Therefore, the current discourse used three specifically identified articles written by Shen, Chanda, D’Netto, and Monga (2009); McCuiston, Wooldrige, and Pierce (2004); as well as Mannix and Neale (2005) to present the crucial information supporting the need to manage divers ity at LOCOG and to identify specific means by which HR can contribute towards the organization’s broader objective of adhering and complying with maintaining a diversified workforce. The compendium would initially present a brief definition of terms, specifically on ‘diversity† as seen from various authors’ perspectives. Then, the importance of workforce diversity would be expounded; prior to delving into HR’s contribution to LOCOG’s diversity goals. Definition of Terms To ensure that LOCOG’s management would be accurately informed on the crucial concepts, theories and applications on workforce diversity, it is pertinent that a definition of the term ‘diversity’ be presented and expounded. According to Mannix and Neale (2005), the authors agreed on using the definition cited by Williams and O’Reilly (1998), to wit: â€Å"any attribute that another person may use to detect individual differences’’ (p. 81). On the other hand, Shen, Chanda, D’Netto and Monga (2009) emphasized clearly that â€Å"workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel and Brown 2005)† (p. 235). Diversity therefore manifests and accepts disparities in cultural orientation seen to be a crucial factor in the successful performance of various contemporary organizations. In the situation of LOCOG, since the organization would be directly and closely involved in interacting and governing peoples all over the world, it is imperative that managing diversity within their workforce would embody the organization’s ideals and philosophies and form an integral part of their value system. Importance of Workforce Diversity The importance in managing workforce diversity has been greatly illumined by Shen, et.al. (2009) as it focuses not so much on â€Å"accepting that individuals are different but creating an atmosphere of inclusion and making a commitment to valuing diversity† (p. 236). From a review of related literature, Shen, et.al. (2009) cited the following benefits and advantages of supporting a diverse workforce, as summarized below: Provides opportunities of improving the quality of decision making through innovative ideas and offering superior solutions to problems (Australian Centre for International Business (ACIB), 2000; Mannix and Neale 2005). Provides a â€Å"better-quality solution to brainstorming tasks, displays more cooperative behavior, relative to homogenous groups, and can raise organizational efficiency, effectiveness and profitability†