Neglect Poem Analysis free essay sample

Smith explains the feelings of neglect by using imagery, metaphor, and connotation. This poem talks about a path of neglect that a man followed that led to the destruction of his red apple tree. The narrator put too much of his time and attention on his other marvels to not put it into the apple tree as well. Therefore his red apple tree, though thought to be inevitable, died and filled the narrator with regret. A regret that appears to haunt the author, and fills him with sorrow. One of the literacy devices used in â€Å"Neglect† is imagery. Towards the beginning of the poem, the author uses it in the following quote, â€Å" skew the sap’s / passage, blacken leaves, dry the bark and heart† (lines 5-6). This quote is an example imagery because it explains what the author sees and how it affects him. It contributes to the poem because it gives the reader a feeling, in the beginning, of how the author sees this tragedy and prepares the reader for his thoughts throughout the rest of the poem. We will write a custom essay sample on Neglect Poem Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A second example of imagery is towards the end, â€Å" What remains is this armload of apple wood/ now feeding the stove’s smolder† (14-15). This is an example of imagery because it lets you picture the sad end to the life of the apple tree and helps the narrator get the message thru in a satisfying manner. It contributes to the poem because it lets the reader connect to how the tree will no longer be there and how the narrator won’t be able to have that bond that he had with the apple tree for the last several decades. A second literacy device used is metaphor, which the author uses several times to add emphasis to the subject. The first example is, â€Å"†¦and watched each branch with a goshawk’s eye†¦Ã¢â‚¬  (line 8). This quote is a metaphor because it explains how he could have watched the tree more closely, comparing his sight to a â€Å"goshawk† and having a more keen vision on the tree. It contributes to the poem because it shows the neglect that he put upon the tree, and lets the reader know that the author knows he could have put more time into the tree, and that the death would have not happened. A second example of a metaphor is found when the author writes, â€Å"Smoke is all, †¦ ,/ I’ve been given to remember† (21-22). This is an example of a metaphor because it is comparing the â€Å"smoke† to death and how he was too blinded by the other blessings he had received, and now regrets it. It connects with the meaning of the poem because it shows how if something is neglected too much, it will eventually disappear and come back to haunt the neglecter, and the only memories that will be left to remember it by is the â€Å"smoke† that it leaves behind. The third literacy device that was found throughout the poem is connotation, which the author uses frequently in the poem. The first quote is, â€Å"Is the scent of apple boughs smoking in the woodstove what I will remember†¦Ã¢â‚¬  (1-4). The word â€Å"smoke† in this poem is a connotation because it carries a meaning of sadness and death. In every quote the author has it in it brings a feeling of sadness and how he was too blind to see that death was on the verge for his loved apple tree. It connects with the poem with its ability to change the mood from what seemed to be the author becoming happier, back to the depressing tone that was throughout the poem. It kept reminding the reader of the fateful death that the tree went through and the author’s sadness. The second connotation is later in the same sentence, â€Å"†¦ of the Red Delicious I brought down†¦Ã¢â‚¬  (1-4). The phrase â€Å"Red Delicious† is said twice in this poem and is a connotation because it carries a tone of happiness and joy. The first time it is used, it is used in place of the word tree and it shows the joy that the tree had brought him, before the â€Å"smoke† had brought it down. The second time it is used it is used towards the end (23), after all the sorrow that was brought throughout the poem, he uses it one more time to remind the readers of the joy and happiness that resulted from that tree, how he will miss it, and how the â€Å"smoke† tore them apart. â€Å"Red Delicious† brings out a little happiness in the poem, and brings out a new tone for several seconds while reading it. R. T Smith wrote the poem â€Å"Neglect† portraying metaphor, imagery, and connotation. He used metaphors in the poem to use comparisons on how he could have put more time into his apple tree and not neglected it as much. He uses imagery to connect the reader to the poem and feel what the author is feeling. Lastly, connotation is used in the words â€Å"smoke†, and â€Å"Red Delicious† to portray sadness and happiness throughout the poem and connect more with the author’s feelings. The â€Å"Red Delicious† is gone forever and the only thing left is the sadness of â€Å"smoke†.

Employment Law and Employee Relations Assignment The WritePass Journal

Employment Law and Employee Relations Assignment Introduction Employment Law and Employee Relations Assignment ) as well as the non-statutory guide that is also created by ACAS. More formally, S98 of ERA states that in order for an individual to be dismissed the employer is required to have acted reasonably and following a suitable disciplinary process would be a key component of this. In the event that the process is not followed and Frank then claims unfair dismissal the failure to follow the process could result in an uplift of any award by 25% (Section 207 of Trade Union and Labour Relations (Consolidation) Act 1992). Firstly it is necessary for the employer to consider whether formal action is necessary. It is not clear whether previous misdemeanours or poor performance has been dealt with formally or informally and this should be looked at as a matter of priority. However for the purposes of this advice it is suggested that these have not been dealt with formally in any way. Where a discussion is to be recorded formally on the record of an employee, as is likely to be the case her section 11 of the Employment Relations Act 1999 will become relevant and the statutory right to be accompanied needs to be taken into account. It was confirmed in the case of Sarkar (2010) that where the disciplinary could result in dismissal it is not acceptable to use an informal process. The potential loss here is substantial and therefore it is possible that the Council could be looking at gross misconduct. Frank has the qualifying period of 2 years service and could therefore potentially claim unfair dismissal making it vital that the processes are followed correctly.   The employer needs to act promptly as if it fails to indicate the severity of the situation to the employee there is a danger that it would be seen to have affirmed the contract and accepted the employees repudiatory breach (Cook, 2009). A full investigation is necessary which will then potentially lead to the disciplinary procedure. The position of the employer should however be reserved for the duration of the investigation. During the investigatory meeting and the disciplinary meeting (if there is one subsequent) the employee has the right to be accompanied. The level of investigation necessary is dependent on the severity of the accusation (A, 2003). Where an employee is at a serious risk of long term impact for example being dismissed and receiving a professional detriment a much more thorough investigation is required. Based on this and the underlying need to act reasonably Frank should be suspended in order for the investigation to take place. He should be informed of his rights and obligations during the period and also how long he is likely to be suspended for. As the conduct is sufficiently severe that it could result in dismissal this is a crucial step and the investigations should be very thorough. There are concerns that the Council has been aware of performance issues and has not yet dealt with the matter. Furthermore it would seem unreasonable that a junior individual was able to make such a costly error and this will have to be born in mind when determining the severity of the disciplinary process to be followed. Sally Sally’s contractual status is questioned initially as she is currently working various hours with a weekend on call every month. Sally has been located at the Council office for 3 years with a set desk and specific hours. This level of control is considered to be sufficient to comply with the definition of employee as per section 230 of the ERA 1996. This is a matter of fact and law and it is suggested that as she was required to personally preform the contract and the Council had a high level of control she would be deemed to be an employee (Carmichael, 2000). Based on this it would be the case that Sally is entitled to the statutory minimum holiday which is 20 days (excluding 8 bank holiday days). Sally has requested a change to her current working hours which is dealt with a flexible working request and secondly she is likely to be interviewed alongside others for the full time vacancies which have now arisen, should she wish to apply and would not want to be discriminated against by virtue of her caring role for her terminally ill mother. Since June 2014, employees with at least 6 months’ continuous service have been able to apply for flexible working for any reason. The employer is then under a duty to deal with the request in a reasonable manner and be fair in the way that they treat the application (Duncan, 2012). Crucially, in accordance with section 13 of the EqA it is possible for an employer to be directly discriminating against an individual who is treated less favourably due to the disability of an associated person (Coleman 2008). This situation is potentially difficult for the Council to manage and there is at least some argument that Sally is not in fact an employee. On balance however this is not a valid argument given the prescriptiveness of the hours of work and the physical base in the council as well as the personal nature of the services provided. The Council would therefore be required to provide paid holiday and to provide Sally with her contract of employment. Furthermore any requests for flexible working would need to be dealt with fairly and when looking to fill full time roles, Sharon would have to ensure that she did not discriminate against Sally as this could result in disability discrimination despite the fact that the disability is not suffered by her directly.   Conclusions In summary, Jim should be offered a full and diligence grievance procedure to prevent him resigning and later claiming constructive unfair dismissal by virtue of sexual orientation discrimination. Frank should be dealt with formally through the use of the disciplinary procedure with a full investigation and if necessary a disciplinary that conforms with statutory requirements. Sally is, on balance, an employee and needs to be managed with due care to the disability discrimination rules and the need to be fair and reasonable when considering any flexible working requests. References ACAS (2012) Disciplinary and Grievance Procedures Available at: acas.org.uk/media/pdf/k/b/Acas_Code_of_Practice_1_on_disciplinary_and_grievance_procedures-accessible-version-Jul-2012.pdf A v B [2003] IRLR 405 Carmichael v National Power plc [2000] IRLR 43, Coleman v Attridge Law and another [2008] ICR 1128 Cook v MSHK Limited and another [2009] EWCA Civ 624, Corus Hotels plc v Woodward and another UKEAT/0536/05, Duncan, N (2012) Employment Law in Practice, City Law School (London, England, Oxford University Press) p.216 Employment Relations Act 1999 Employment Rights Act 1996 Equality Act (2010) Martin v Parkam Foods Ltd ET/1800241/06 Sarkar v West London Mental Health NHS Trust [2010] IRLR 508 Shamoon v Chief Constable of the Royal Ulster Constabulary [2003] ICR 337 (HL) Trade Union and Labour Relations (Consolidation) Act 1992

Steriods in sports Essay Example | Topics and Well Written Essays - 1250 words

Steriods in sports - Essay Example Anabolic steroids are always considered illegal to be used in sporting activities and can only be provided under the prescription of a doctor. They are imperative in the treatment of muscle related abnormalities especially in men; correcting lean muscle growth in men. The non-medical utilization of anabolic steroids is considered illegal and has been banned by variety of sports organizations. In 2005, two major acts geared towards the controlling use of anabolic steroids were amended: The Controlled Substance Act as well as the Anabolic Steroids Control Act (Clinical Aspects) The Controlled Substance Act included the anabolic steroids on the list of other prohibited drugs however some sports men and women continue to use them illegally. The Controlled Substance Act declared that any person found in possession or using anabolic steroids will be charged with committing Federal Crime. The most common anabolic steroids illegally used include; androstenedione, primobolan, tetrahydrogestrinone and clenbuteral (Clinical Aspects) Since the introduction of steroids in the medicinal filed in the early 1950’s to treat various body abnormalities such as the hypogonadism which is a condition associated with very low testosterone production in the human body (males), the application of steroids in various sporting activities have been increasing rapidly among men and women (Clinical Aspects) Steroids use ha been rampant especially in the athletics for men and women; in sports like Bodybuilding the use of steroids has become more accepted to enhance muscle growth and strength. In the early years, other sports such as weight lifting as well as power lifters also encouraged the use steroids, however, the use steroids began rising in most colleges in sports like American Football and also among non-athlete college students. This seen the use of steroids going to level of lower grades in high school up to the Seventh grade