Marriage and M. Foster Cohabitation - 2727 Words

` Cohabitation Before Marriage Huynh Thi Thanh Tam Nguyen Kim Ngoc Quyen Le Dang Phuong Luong Thi Thanh Thao Tran Huy Bao Phan Thi Ai Hoa Luu Ho Xuan Quynh Nguyen Truong Vinh Phat Academic Skills November 14th, 2012 Professor Douglas M. Foster Cohabitation Before Marriage Love between man and woman is the precious one of human that people must spend a lot of time and effort to seek. However, there is a perceptive difference of love between Western culture and Eastern culture. Westerners find out freedom and satisfaction in love and marriage is a great importance of their life, therefore they often cohabitate to learn about their partners carefully to get a†¦show more content†¦People often think that marriage life is ideal without knowing that that many challenges and difficulties are waiting for them. When people are in trouble, their true characteristic will appear. Couple will know if their partners have responsibility and ability to overcome the difficulties to be successful or not. Therefore, the decision they make at that time normally be the right choice. In addition, when people are in love, they appear to each other with the best look. They show good things. They are clean, tidy, generous, elegant, etc. B ut when living together, couple expresses each other routine and it is a good way to discover partner’s bad habits. People might see an opposite image. They are untidy, dusty, aggressive, lazy, etc. When people know these bad habits, they will consider if they can accept them or not. If they decide to get married, the conflict in marriage life may no longer exist. This helps people have a better marriage life. Moreover, through solving problems in daily life will help them grow up and accumulate more experiences in future marriage life. Less pain when breaking up In the situation that the cohabitation couples cannot go together to the happy wedding and has to end with breaking up. They will easily solve the related problems rather than being marriage. Common kinds of problems are dividing assets, bringing themselves into court, copping with the complicated issues in terms of family. Dividing assets is oneShow MoreRelatedCohabitation And Marriage : Marriage1669 Words   |  7 Pages Cohabitation and Marriage Lauren Pfeifer Dr. Richard White Christian Marriage 16 April 2014 Cohabitation and Marriage Cohabitation is an increasingly popular relationship reality in the United States. Many individuals seek a cohabiting relationship as preparation for marriage; however, studies have shown that this has adverse effects on relationship satisfaction and stability within marriage. Many factors have been theorized to contribute to this effect. No matter the cause of the correlationRead MoreCohabitation Is Defined As A Man And Woman Living1713 Words   |  7 PagesAbstract Cohabitation is defined as a man and woman living in the same household and having sexual relations while not being married. There is relatively little data on health outcomes for people who have cohabitated, although there is some evidence that cohabitating couples have lower incomes (15% of cohabitating men are jobless while 8% of married men are jobless) and there may be negative academic effects for children of cohabitating mothers (Jay, 2012). Cohabitation rates are highest among thoseRead MoreAnalysis Of The Article What Is A Family? 1711 Words   |  7 Pages October.11,2015 Formal Synthesis Essay #1 ENG 201 Families are changing in various ways. In the articles â€Å"What is a Family?†, â€Å"Absent Fathers: Why Don’t We Ever Talk About Unmarried Men?†, â€Å"Cohabitation Instead of Marriage†, â€Å"Ballad of a Single Mother† and â€Å"Children of Gay Fathers†, they all share and show different ways families are like worldwide today. They speak about how they feel about there relationships with there family and children and who theyRead MoreGay Marriage And The Civil Rights Of All American People1162 Words   |  5 Pageshave began to embrace the civil rights of all American people and allowing both hetero- and homo-sexual couples to marry, some states have done quite the opposite and banned same sex marriages and unions. Not all Americans feel so strongly about legalizing same sex marriage. Those against same sex marriage believe marriage has been defined as being between a man and a woman. However, that has not always been true, as explained in the beginning of this paper, the ancient people commonly wed the same genderRead MoreThe Family Changing Of Britain2448 Words   |  10 Pagescompare with traditional family no matter is the character of family, the woman position in household. Meanwhile, the family value would change as people might not hold the marriage in the whole life. Divorce has become more common in the society. Nowadays, Britain has been appearing a variety type of family, for example the cohabitation of family together with the dink family which is described a family have no child but both of them have income (Invest Opeddia, 2014) .Similarly, the size of family alsoRead MoreEssay The Future of Marriage in America9335 Words   |  38 Pageshttp://marriage.rutgers.edu/Publications/SOOU/TEXTSOOU2007.htm The State of Our Unions The Social Health of Marriage in America 2007 Essay: The Future of Marriage in America David Popenoe  © Copyright 2007 Introduction In this year’s essay, David Popenoe argues that long-term trends point to the gradual weakening of marriage as the primary social institution of family life. More Americans today are living together, marrying at older ages or not at all, and rearing children in cohabitingRead MoreA Cross-Cultural Research on Intimate Partner Murders in Russia, Canada, and the United States2368 Words   |  10 Pagesfew variables, such as cohabitation, must be discussed to understand what this research is specifically addressing. A cohabitating relationship is â€Å"†¦When two people live together for their own strictly private reasons and carve out their own strictly private bargain about the relationship, without any legal or social pressure† (Waite Gallagher, 36) Today, there are more couples cohabitating than there ever has been. Cohabitation among couples is increasing as marriage is decreasing. Today thereRead MoreHuman Rights and Right of Privacy3471 Words   |  14 Pa gesMathew in Govind vs. M. P. Right to privacy has been called out of the provisions of Article 21 and other provisions of the Constitution relating to Fundamental Rights read and with Directive Principles of State Policy. It was in this context held by the court in Kharak Sing vs. State of U. P. that police surveillance of a person by domiciliary visit would be violative of Article 21 of the Constitution. Mathew Justice considered this decision in his classic judgment in Govind vs. M. P. in which theRead More Online Dating Essay2916 Words   |  12 Pagesthis day and age, the pursuit for love and happiness is closer to home than ever before......in fact, its only a mouse-click away. Of course, dating hasnt always been so convenient. In the early 19th Century, marriages were arranged with little emphasis on romance or love. Marriage itself was considered to be an economic union, and without a good family name and large plot of land, it was difficult for anyone to find a suitor. Colonel Fitzwilliam says it best in the 1813 novel Pride and PrejudiceRead MoreSame-Sex Marriage and Religion: An Inappropriate Relationship8330 Words   |  34 PagesSame-Sex Marriage and Religion: An Inappropriate Relationship Brittney Baker Key words, names, terms, concepts: California s Proposition 8, Prop 8; morals legislation; same-sex marriage, gay marriage; religion, religion and politics; separation of church and state; police powers; equal citizenship, equality; 2008 election. Introduction and Thesis The debate over same-sex marriage has been a prominent issue in our society over many years now, appearing in several ballot initiatives such as California

The Psychology Of Science Abraham Maslow - 880 Words

â€Å"When the only tool you have is a hammer, all problems begin to resemble nails† (Abraham Maslow). How might this apply to ways of knowing, as tools, in the pursuit of knowledge? â€Å"I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail.† In the book The Psychology of Science: A Reconnaissance, Abraham Maslow used this metaphor to illustrate the limited and confined perspective that the public uses to view the world, which is of a familiar and personal bias. The personal bias sprouts from the place of comfort for people, if a lawyer is faced with a problem they will approach such problem from a legal stand point. The problem with be evaluated using the tools that they as a lawyer were taught and equipped to use. Yet a person with an alternate background in education will use a different set of tools to conquer the same problem, such an act of problem solving can not only be viewed differently but approached from an array of positions to ultimately come to the same conclusion in terms of reaching a solution to a problem. In each scenario people utilized the tools they had available to them based off of life experiences and skill sets, both of which were familiar to that given person. Through the previously stated quote it can be gathered that Maslow believed that the procedures of the â€Å"natural sciences were not sufficient in tackling the problems faced in an attempt to better understand human consciousness,† it should, however,Show MoreRelatedA Brief Note On Liberal Arts Seminar : The Pursuit Of Science1131 Words   |  5 PagesErich Thalacker Dr. Paulina Mena October 2, 2014 Intersections: Liberal Arts Seminar The Pursuit of Science Frequently, scientists are judged purely on the contributions they make towards the advancements to science. This being an integral aspect of evaluating them, society cannot forget the importance of how each individual became the great patron of science that they are vastly known for. Many variables make up a scientist; their genes, how they are raised, their place in society, and the historicalRead MoreMaslow s Motivation And Personality1604 Words   |  7 Pagesthe theorist Abraham Maslow was born in 1908 in Brooklyn, New York. He was the first of seven children born to Russian - Jewish immigrants. While Maslow’s father was uneducated, he pushed his son academically and encouraged him to become a lawyer. Maslow began his extensive education at City College of New York but later told his father that he did not want to study law. In 1928, after marrying his wife Berta, he transferred to the University of Wisconsin to st udy psychology under the guidanceRead MoreAbraham Maslow Life Span Development and Personality1082 Words   |  5 PagesAbraham Maslow Life Span Development and Personality Abraham Maslow was born April 1, 1908 in Brooklyn, New York. Abraham Maslow grew up in Brooklyn, New York, the first of seven children born to his Jewish parents who emigrated from Russia. His parents were uneducated, but they insisted that he study law. Maslow later described his early childhood as unhappy and lonely, and he spent much of his time in the library immersed in books. At first, Abraham acceded to their wishes and enrolled in theRead MoreEssay on Maslow Hierarchy of Needs1486 Words   |  6 PagesThe Study of Maslow Hierarchy of Needs This essay study is about Maslows school of thought. Maslows hierarchy of needs is often depicted as a pyramid consisting of five levels. I liked the way he differed from traditional psychologists. For example, he studied happy, high performing people to learn more about what they had in common. Maslows main contributions to psychology were the founding of the Journal of Humanistic Psychology in 1961. There were many occurrences during his lifetime thatRead MoreEarly Life And Education : Abraham Maslow929 Words   |  4 PagesEarly Life and Education: Abraham Maslow was one of seven children born to a Jewish family in Brooklyn New York on April 1st 1908. He grew up in rather negative environment, both of his parents were negligent and nurturing. His father and mother were degrading and verbally abusive to him and his siblings. They would call him names causing Maslow to feel insecure about his appearance. Maslow was inspired by the work of Erik Fromm who was also a humanistic psychologist. He eventually went to New YorksRead MoreHumanistic Psychology : Psychology And Psychology1748 Words   |  7 PagesHumanistic Psychology is a psychological sub-field which became prominent in the 20th century as a response to the limitations of the psychoanalytic theory and behaviorism (Cherry, n.d.). The main purpose is to help patients gain a belief that all people are inheritably good. Its roots starts with Socrates and emphasizes an individual’s inherent drive towards self-actualization. Humanistic psychology utilizes a holistic app roach to human existence and focuses on things such as creativity, free willRead MoreAbraham Maslow s Influence On The Human Psyche1660 Words   |  7 Pages It is hard to imagine the science of psychology without many great contributors. Psychology is an academic discipline which seeks to understand individuals and groups by establishing general principles and researching specific cases. There are many questions about the human psyche, and brain that are unanswered, which is why we must appreciate those who have gave so much of their time, and studies spent towards figuring that out. So many people have gave their entire life to understand the humanRead MoreThe Theories Of Personality, By Abraham Maslow, Gordon Allport, Albert Bandura, And Raymond Cattell1568 Words   |  7 Pageswould be Abraham Maslow, Gordon Allport, Albert Bandura, and Raymond Cattell. Abraham Maslow was born in Brooklyn, New York April 1, 1908. As a young child, Abraham was the oldest child out of seven brothers and sister. â€Å"His parents were first generation Jewish immigrants from Russia who fled from Czarist persecution in the early 20th century (Cherry).† After fleeing from Czarists, Abraham’s parents decided to live in New York and in a multiethnic working class neighborhood. When Abraham was oldRead MoreAbraham s Theory Of Behaviorism1573 Words   |  7 PagesAbraham Harold Maslow was born on April 1, 1908 in Brooklyn, New York. He was the first born to his parents, Samuel and Rose Maslow. He was a lonely and unhappy Jewish boy who spent most of his time in the library and among books as a means of comfort and refuge. However, in 1925 at the age of 17 he enrolled at the City College of New York. In 1926, he registered for evening classes at the Brooklyn Law School, then transferred to Cornell University in Ithaca, New York in 1927. In 1928 , he transferredRead MoreHumanistic Theories Debate On Abraham Maslow And Carl Rogers1617 Words   |  7 Pagesbetween Abraham Maslow and Carl Rogers, both whom are humanistic theorists that share a mutual interest in the teachings of self-actualization, will discuss the specifics of their individual theories regarding the main points, their contributions, and the criticism they have received about their theories. We will begin the debate with a series of questions and give each theorist the opportunity to explain their point of view. Cher/Moderator: What is humanistic and how does it apply to psychology? As

Travel Agency Strategy Free Essays

H Travel Agency Strategy Plan February 25, 2013 This paper will look at the challenges that the travel agency is facing, detailing a plan for change based on observations of challenges that the HR department is facing. Using metrics to explain change and how they can assist senior management during the planning process. Furthermore there will be an outline for the determination of the HR strategic plan combined with methods for the recruitment and selection methods. We will write a custom essay sample on Travel Agency Strategy or any similar topic only for you Order Now The details provided should help in assisting the travel agency overcome their challenges with a new plan to help them grow and become a formidable opponent to the competition. The travel agency appears to have challenges with the employees and the HR department. There are no goals or structure for the employees to rely on, and no goals to achieve. There are six major functions of HR that are needed to be implementing in order for the change to begin in the Travel agency. According to Byars and Rue (2008) The Society for Human Resource Management (SHRM) has identified six major functions of human resource management: 1. Human resource planning, recruitment, and selection. 2. Human resource development. 3. Compensation and benefits. 4. Safety and health. 5. Employee and labor relations. 6. Human resource research. (Byars Rue, 2008). The HR department can start to outline a plan if HR, management and the employees all have clear communication and direction of what the HR department is for and how they assist the company and the employees. The challenges that the HR department will face is using, HRP (Human resource Planning), to align the company’s overall strategic plan with the appropriate employees in place to achieve this goal. According to Byars and Rue (2008) Human resource planning (HRP), also referred to as workforce planning or personnel planning has been defined as the process of â€Å"getting the right number of qualified people into the right job at the right time. HRP involves applying the basic planning process to the human resource needs of the organization. To be effective, any human resource plan must be derived from the strategic and operational plans of the organization. In essence, the success of HRP depends largely on how closely the human resource department can integrate effective people planning with the organization’s business planning process. 5 Unfortunately, HRP is often inadequately tied to overall corporate planning. (Byars ; Rue, 2008). There are four statistical modeling techniques that can be used by the HR department to forecast the needs that the agency will need. The can use time-series analysis, personnel ratios, productivity ratios and the regression analysis. Another technique that can be used is benchmarking, â€Å"benchmarking involves thoroughly examining internal practices and procedures and measuring them against the ways other successful organizations operate. ’ Byars and Rue (2008). In order to meet the Demands of the company and put a solid plan into place, a skills inventory should be completed to see what types of employees the company has and their skill sets to determine future training and advancement opportunities. A skills inventory consolidates information about the organization’s human resources. It provides basic information on all employees, including, in its simplest form, a list of the names, certain characteristics, and skills of employees. Because the information from a skills inventory is used as input into promotion and transfer decisions, it should contain information about each employee’s portfolio of skills, not just those relevant to the employee’s current job. (Byars Rue, 2008). The next step will be metric for the HR department to gather data that can be used to show the senior management areas of improvement, or areas that need a deeper focus. These metrics can show where the company spends the most of their time and money along with, areas of the company or departments that do not meet the desired metric goals. Metrics can show productivity based on a set desired goal for the companies employees. Metrics refers to any set of quantitative measures to assess workforce performance. Examples of metrics that HR might use include such things as analysis of the cost per hire, average length of time to fill a position, training cost per employee, turnover cost per employee, and new-hire performance by recruiting strategy. Byars Rue, 2008). The reason that metrics are so important to the decision making of the senior staff is that they provide a starting point for the company to see where they need to start their focus for change. Being able to evaluate an employee’s performance will help coach and mentor the employee. Metrics provide real numbers that can show areas were training is needed to get the employees to a desire d output or percentage goal. Communication of the desired results or a t new strategic plan can be tricky, especially to a skeptical bunch that has really had no definition or goals in place. They are going to want to know what is in it for them. Communication is the key to ensure understanding. The whys must be answered, why this necessary, why are we doing this what is in it for me. In order to communicate these new changes all of these must be answered. The goal is to let the employees to know what HR does and what will be changing, for instance career planning, development and training. This will be to ensure that all employees have or will have the knowledge and skills to perform to the level that the company wants their employees to be at. Letting the employees know that they are here to assist them in getting to where they want to be, while providing them an outline of career path and training to keep them interested. Where there is room for advancement there is room for recruiting new staff member with skills to help the company grow. When it comes to recruiting, there are several methods that can be used. Using internal sources at first, the organization will keep moral up as they seek already trained and qualified personnel. Another method is reaching outside the organization to bring in new talent with other perspectives and fresh ideas to bring to the team. â€Å"Organizations have at their disposal a wide range of external sources for recruiting personnel. External recruiting is needed in organizations that are growing rapidly or have a large demand for technical, skilled, or managerial employees. † (Byars Rue, 2008). The external sources bring all types of employees plus they bring a wider skill set to choose from. Other sources include using job boards, advertising, web sites, job placement agencies, employee referrals and walk- ins. When it comes to the selection process there are things that need to be looked at, what exactly is the company in need of, where do they want to go, where have past internal and external employees gone within the company. Use the metrics to see what has panned out in the past. In conclusion the travel agency has been lacking clear direction for future growth. In order to grow and to achieve success, the HR department and management need to determine how to incorporate the strategic plan and goals of the company into the HRP. The HRP will then create goals, training and structure for growth in the company by determining what the company has in terms of employees and their skills. By determining the skills of employees then HR and management can determine the new metrics based off of the old ones and by using the metrics they can determine what changes need to be made first. By determining where the company is lacking in production will the help senior management determine what types of employees are needed for future success. References Byars, L. L. , Rue, L. W. (2008). Human resource Management (9th ed. ). New York, NY: McGraw-Hill. How to cite Travel Agency Strategy, Essay examples

Ericsson Bangladesh Hr Policy free essay sample

EBL HR Policy Manual Contents 1Recruitment:3 1. 1Recruitment Process:3 2Terms Conditions of Employment:3 2. 1Working Hours:3 2. 2Office Hours during Hartal:3 2. 3Public Holidays:4 2. 4Probation:4 2. 5Confirmation:4 2. 6Transfer:5 2. 7Promotion:5 3Termination of Employment:6 3. 1Termination:6 3. 2Exit Process:6 3. 3Dismissal:7 3. 4Discharge:8 4Disciplinary Action:8 4. 1Administration of Discipline:8 4. 2Disciplinary Procedure:8 5Grievance Handling:9 6Retirement:11 7Duties Responsibilities:11 8Confidentiality:11 9Conflict of Interest:11 9. General Considerations:11 9. 2Outside Business Undertakings:12 9. 3Ownership or Equity in other Companies:12 9. 4Family Interests and Other Alliances:12 9. 5Gifts:13 9. 6Entertainment13 9. 7Corporate Gifts and Entertainment13 10Remuneration Benefits:13 10. 1Remuneration:13 10. 2Remuneration Cycle:14 10. 3Festival Bonus:14 10. 4Performance Bonus Scheme:14 10. 5Gratuity:17 10. 6Provident Fund:18 10. 7Insurance:18 10. 8Medical:19 10. 9Leave:20 11Mobi le Phone:22 12Transportation:22 12. Pick up and drop off service:22 12. 2Car Allowance22 12. 3Pool cars:23 13Allowances:23 13. 1Overtime Allowance:23 13. 2Field Maintenance Allowance:23 13. 3Emergency Callout Allowance:24 13. 4Shift Allowance:24 13. 5Food Allowance:24 13. 6OHS Allowance:24 14Employee of the Month:25 14. 1Long Service Award:25 14. 2Team of the Quarter:25 15Performance Management25 15. 1IPM Handover:26 16Training and Development26 16. 1Training Commitment Agreement:26 17Changes:28 18Revision History:28 Recruitment: 1 Recruitment Process: Please refer to the Recruitment Process for detail guidelines. Terms Conditions of Employment: 1 Working Hours: As of 1st August 2010, office hours are from 9. 00 a. m. to 6. 00 p. m. from Sunday through to Thursday. A lunch break of 1 (one) hour between 12. 30 p. m. to 1. 30 p. m. will be facilitated. The office hours are set in general based on a 40 hours working week. However, employees can make an arrangement of flexible office hours in consultation with their Line Managers and putting priority to the business needs. Exception: Front Office employees of NOSC will work for 6 days continuously followed by 2 days holiday as weekly holiday. 1 Shift Operation: This is applicable for all Front Office employees of NOSC. The operations will be managed in three (3) shifts: ? Shift A: 6. 00 am – 2. 00 pm ? Shift B: 2. 00 pm – 10. 00 pm ? Shift C: 10. 00 pm – 6. 00 am Female employees are not allowed to work in C Shifts as per Company rules. Employees will be required to work in all shifts in rotation. Line Managers will ensure that employees must not work in a particular shift continuously for more than two weeks. Office Hours during Hartal: Regardless of the political situation of the country the company has to ensure business continuity and therefore Ericsson office remains open during Hartals; until specifically mentioned otherwise. Employees are requested to use their own judgment and required to attend office only if they feel that it is safe for them to travel and there are no si gnificant problems on the road. Employees must notify their Line Manager or Department Coordinator if s/he is unable to come to office due to security and safety issues. In case of absence due to security reasons, employees need to compensate the lost working hours either working on weekends or working extra hours during other working days. Line Managers of the employee will keep track of compensatory working days. Employees entitled for overtime and weekend allowance need to compensate for lost working hours during hartal; before claiming overtime and weekend allowance. In case an employee is unable to come to office; s/he is required to submit a leave application. Please note that, no leave will be deducted, this is for record keeping purposes only. All NOSC employees will be entitled to stay in company approved guesthouse during Hartals, continuous road blockades etc. Prior approval from Line Managers needs to be obtained to stay in the Guesthouse. Office timing remains flexible during Hartal days and employees may come to office at a time they feel safe and comfortable on the road. Reasonable transportation cost will be reimbursed (Claim form) during hartal days. This cost can be claimed via SSC Manila as per the normal expense claim process. Claims need to be approved by the Cost Centre Owner. 3 Public Holidays: The Company will observe holidays as per the List of Holidays announced at the beginning of the year. The Company will use the MCCI (Metropolitan Chamber of Commerce Industry) published list of holidays as the basis of determining the holidays it will observe as Company public holidays. 4 Probation: All Bangladeshi permanent employees are required to undergo a probationary period of 6 months. If the performance of an incumbent is not found suitable during the first 6 months; the probation period may be extended for another 3 months with clear targets. The duration of the probation period may be varied at the discretion of the Company. 5 Confirmation: HR will inform the Line Managers two weeks in advance from the date of their subordinate’s confirmation. All Line Managers will evaluate their employees in the prescribed Probation Appraisal form and rate their performance during the probation period. No confirmation letter will be issued until a Probation Appraisal form is completed and duly signed by the Line Manager and Department Head. For more information refer to the Confirmation Policy for detail guidelines. 6 Transfer: The Company at its absolute discretion may transfer an employee from one job to another or one location to another or from one department to another, one Ericsson entity to another, within and outside Ericsson Bangladesh should it be required for business requirements or training development purposes or any other business requirements. The transfer checklist needs to duly completed and approved for any transfer. The transfer will be communicated through EBL Communication centrally. A copy of the transfer letter duly authorized will be handed over to the employee only if there are changes in the terms and conditions of employment. Promotion: An employee is promoted either when moving on to a job of a higher grade with increased responsibility and complexity in the next level or when the current role has grown significantly bigger in terms of responsibility. A person is considered for promotion when his/her skills, competencies, experiences and potentials have the right match for the job to be promoted to, within the scope of the organization structure. In addition, the incumbent also has to demonstrate expected behaviors in line with the Ericsson core values. In case of promoting an incumbent to a Line Management position or promoting an existing Line Manager to the next level; the incumbent must be measured against the 3 Leadership dimensions and 12 leadership capabilities of Ericsson. The Company follows an annual promotion cycle; and promotional changes are made in January every year. However, promotions may take place at other time of the year only if/when the following criteria are met: †¢ A Bangladeshi employee replaces an expatriate employee †¢ The position justifies a higher job grade The transfer and promotion are as per the normal succession plan (agreed and documented in IPM) †¢ The incumbent has a consistent track record of good performance, values and behavior †¢ For Leadership positions (JG 4 and above), Leadership assessment results will be considered The Line manager is responsible for preparing a promotion proposal for his or her employee. The proposal must include the following: †¢ Current Job De scription †¢ Business case (moving on to a higher role, must prepare case for promotion – open positions, consistent high performance) †¢ Skills, competence, experience and potential of the incumbent Managerial and leadership skills (required for Job Grade 4 and above positions); as per Ericsson Leadership Framework The Line Manager must discuss and agree all promotion proposals with the Department Head. Once the Department Head is fully convinced; s/he endorses the promotion and sends the proposal to HR. After collating information HR arranges a meeting to discuss the promotions. All promotions in EBL must be authorized by the HR Director and approved by the Managing Director. A promotion increase at a predetermined agreed rate is considered on the existing basic salary. However, promotion salary increase should not exceed the mid-point of the next Job Grade. The salary increase percentage is based on employee’s current salary position in the new salary range. The promotion letter duly signed will be handed over to the employee with the revised terms and conditions of employment. All Promotion Proposals needs to be made in the prescribed form. Termination of Employment: 1 Termination: During the probation period, the company at its absolute discretion may terminate the employment without assigning any reasons whatsoever by giving 5 days notice in writing or payment in lieu thereof. The employee can also terminate his or her employment by providing 5 (five) days notice in writing. After confirmation of services, the company at its absolute discretion may terminate the employment without assigning any reasons whatsoever by giving 1 (one) month’s notice in writing or payment in lieu thereof. After confirmation of services, the employee can terminate his or her employment by providing 1 (one) month’s notice or by paying 1 (one) month’s gross salary in lieu thereof. The Company reserves the right not to accept the surrender of salary in lieu of notice. 2 Exit Process: All permanent employees who have rendered resignation will have to complete the Company exit process as per the following: If an employee decides to resign, s/he will have to provide notice as per the terms of individual employment. The exit date will be discussed and agreed with the Line Managers and Department Head and the employee will be issued written confirmation from HR on the separation/termination of services. Prior to formal release from the company, an exiting employee will have an Exit Interview session (if deemed required) conducted by HR. The content of the exit interview will be kept strictly confidential. Except from HR no other function will have access to the completed form. This information will be retained and will be kept in the personal file for the purpose of analyzing attrition rate. Employees’ final settlement will not be processed until and Exit Interview is completed. Once the date of exit is agreed the departing employee will have to complete the Clearance Form in order to obtain official release from HR. The employee shall be responsible to return all company property, as per the following (which includes but not limited to): †¢ Return of ID card Insurance card All company documents (electronic or paper format) †¢ Keys of office, building, lockers etc †¢ Company vehicle (if any) †¢ Computer access authorization codes, pen-drive and other computer accessories. †¢ Telephone and/or Mobile set, including SIM cards †¢ Corporate credit card (if any) †¢ Financial information/outstanding dues †¢ Any other company property †¢ Le ave status and any dues The incumbent must close all financial dealings with third party made during employment. HR will only process formal release letter upon receiving duly completed Clearance Form signed by all concerned. 3 Dismissal: An employee can be dismissed by the Company if an allegation of misconduct is proved against him or her. The accused will get the opportunity to defend himself / herself. If the allegation is proved, the employee may be summarily dismissed without any notice. No long term benefits will be paid to the dismissed employee. The list of misconducts is given below: Following acts or omissions will be treated as misconduct. They are the following (which includes but not limited to): †¢ Willful insubordination or disobedience. †¢ Long absence (10 days) without authorized/approved leave Theft, fraud or dishonesty in connection with the Company business. †¢ Taking or giving bribes on any illegal gratification in connection with the employees or any other employees’ employment. †¢ Habitual breech of any law or rule or the Company procedure. †¢ Riotous or disorderly behavior in the Company premises or any act subversive of discipline. †¢ Falsifying, tampering with, damaging or causing loss of Company’s official record. †¢ Any act or omission in violation of the Code of Business Ethics; issued and updated by Ericsson time to time. †¢ Immoral or anti social activities or sexual harassment. Employed or engaged in any other establishment for an office of profit without prior approval of the Company. †¢ Engaged in a business directly or indirectly without prior declaration to the Company. †¢ Divulging confidential information of the Company to unauthorized/external person(s). †¢ Any act which knowingly puts another employee or other person at risk of serious physical harm. 4 Discharge: An employee may be discharged on medical grounds for a prolonged sickness of 9 (nine) months (continuous or intermittent) or if s/he becomes incapable of continuing the service because of illness. Disciplinary Action: An Employee shall comply with the Company’s Code of Business Ethics, rules, regulations, policies, standing orders and instructions as issued by the Company form time to time. The Company may take disciplinary action against employees who violate any of the rules, regulations, standing orders and instructions of the Company. 1 Administration of Discipline: Disciplinary action will be based upon a sound evaluation of all relevant facts. Only after the facts are known it is possible to determine the nature of the offence and whether or not mitigating circumstances exist. The Company may take disciplinary action against any employee in the event of misconduct, indiscipline or inefficiency. Depending on the nature of misconduct, indiscipline or inefficiency, the Company will take necessary actions. 2 Disciplinary Procedure: If and when necessary the company will issue First Warning Letter to the employee. After that; based on the requirement a Second and Final Warning Letter will be given to the Employee. If the employee does not pay proper attention to the suggested changes the company may dismiss him or her. First Warning Letter: If the conduct or the performance of an employee does not meet acceptable standards, the Line Manager will discuss the matter with the Functional/Department Head. The functional head will then proceed with the first warning letter to be issued by Human Resource Department. This letter will contain advice on how the problems should be remedied with a clear deadline i. e. 2 months. It should be made clear that this is a formal stage of the disciplinary procedure. The employee concern will sign and return a copy of the letter as an acknowledgement. Second and Final Warning Letter: Even after issuing the first warning letter; if the conduct or the performance of an employee does not meet acceptable standards, the Line Manager will discuss the matter with the Functional/Department Head. The functional head will then proceed with the Second Warning Letter to be issued by Human Resource Department. This letter will highlight the remedies/recommendations suggested in the first warning letter contain advice on how the problems should be remedied with a clear deadline i. e. 1 month. It should be made clear that this is a formal and the final stage of the disciplinary procedure. The employee concern will sign and return a copy of the letter as an acknowledgement. 3 Dismissal: Even after issuing the second and final warning letter; if the conduct of an employee does not improve, the Line Manager will discuss the matter with the Functional/Department Head. The functional head will then consult the matter with HR and finally dismiss the employee. 4 Exceptions: The Company reserves the right to dismiss any employee without following the aforesaid steps depending on the nature and the gravity of the misconduct. Grievance Handling: When an employee has specific grievance regarding his/her peers or superiors, the issue may be resolved by following of the employee grievance handling process. Employees may also be concerned that company Code of Business Ethics, policies and practices are being violated, which they must point out to their Line Managers. If they have good reason to assume that their Line Managers will not listen to them, then they may follow the grievance process. Employees who point out irregularities shall not suffer from retaliation for doing so. However, such protection against retaliation shall not imply immunity from legal or disciplinary consequences of acts or omissions that the employee may have otherwise committed. In view of that EBL recognizes that it is necessary to provide a process through which employees may express their grievance. Following issues will be out of the scope of this process: †¢ Compensation †¢ Working hours †¢ Collective issues †¢ Matters of general Company policy Grievance Process will be administered as follows: Stage I An employee with any grievance shall approach his immediate Line Manager to resolve it. This need not be in writing but should be clearly supported by facts before presenting to the Line Manager. The Manager concerned shall investigate the issue and give a reply within 5 (five) working days to the employee. When the grievance is about his or her own reporting supervisor, s/he shall take it up with the Manager’s Manager in writing. The concerned employee should get a reply within 5 (five) working days from the date of reporting the matter. Stage II If the concerned employee is unable to get the reply or is not satisfied with the reply, s/he may write to the Head of the Department with all available information. The Head of the Department should verify the information and take up the issue with the concerned people and give a reply within 10 (ten) working days to the employee. Stage III If the concerned employee does not get the reply from the Head of the Department within 10 (ten) working days, s/he may approach Head of HR with a copy of his or her grievance proceedings. Human Resources should give an audience within 5 (five) working days and take up the issue with the concerned Department Head and try to resolve it within 10 (ten) working days and communicate the decision through the respective Head of the Department. Final Stage If the grievance is still not resolved, and the employee remains unsatisfied with the decision of the Head of Human Resources, s/he may within 15 (fifteen) days of the receipt of that decision, appeal to the Managing Director and the Managing Director shall within 15 days on receipt of such grievance enquire into the matter and give the concerned employee an opportunity of being heard and then communicate his decision to the employee. The decision taken by the Managing Director will be treated as final. Retirement: Age of retirement from the service of the Company is 60 (sixty) ears. For the purpose of calculation of age, the official record of age with the Company will be treated as the final record of an employee’s age. Duties Responsibilities: The duties and responsibilities shall be those set forth by the company from time to time. Additional duties may be assigned and the job description may be modified from time to time by the company in order to accommodate changing circumstances and business needs. The duties and responsibilities shall be conducted in accordance with the company policy, rules regulations, standing orders etc. The Employee agrees to perform all the duties set forth in his/her job description as well as those assigned by the Company. Employees have the right to have a job description. Line Manager of the employee is responsible to provide job description with the assistance of HR department. An employee requires to devote the whole of his/her time to Ericsson and the business of Ericsson’s associated companies as directed by Ericsson to the best of his/her ability and can not be employed at any time directly or indirectly by any other business or occupation so long s/he is employed by Ericsson. For more information please click the following link: http://internal. ericsson. com/page/hub_sea/employee/bangladesh/job_desc. jsp Confidentiality: During the employment with Ericsson and thereafter, an employee will keep strict secrecy regarding the business of the Company. S/he will not divulge to any person, firm or Company, whosoever, other than to the Directors of this Company or their authorized representatives, or when required by Law, his/her salary, increments and benefits, and all business elated confidential information of any description, acquired by him/her while in Ericsson’s service, concerning the business or the affairs of the Company or of any of its associates or branches, their customers and suppliers. Conflict of Interest: 1 General Considerations: (Potential) conflict of interest in relation to an employee’s employment with LM Ericsson Bangladesh Limited (EBL) can arise from many angles e. g. outside business appointments relationships with contra ctors/sub-contractors and/or suppliers, shareholdings, etc. Typically, a (potential) conflict of interest will arise where employee’s ability to perform his or her duties effectively and impartially is or could be seen by others to be impaired by an outside appointment, relationship or activity. This policy should be taken into account when forming employee’s own judgments about any outside appointment, relationship or activity. The Company relies upon its employees to exercise basic common sense in avoiding a (potential) conflict of interest. Employees are expected to act in a manner consistent with giving his/her full-time services to EBL and to avoid situations which might give rise to questions as to whether s/he has acted in the best interests of EBL. On occasions, however, the question of whether or not a (potential) conflict of interest exists may be less clear and open to interpretation. Whenever such a case arises employees must consult with their Line Managers. A new employee must complete the Anti-Corruption training within 7 working days of his/her joining. Outside Business Undertakings: Except with the Company’s explicit approval, employees may not accept an appointment or Directorship in, or undertake paid work for, any other company, firm or organization. Generally, EBL does not discourage participation outside working hours in unpaid voluntary work, recreational, sporting and other community activities. Sometimes, however, these activities fall too heavily on certain individuals and the effectiveness of their work for EBL may thereby be diminished. The general rule is that when invited to serve on local bodies, or as an appointed or elected club official, the employee must be able to combine his or her outside activities with full-time Company employment. If there may be any doubt in this respect, s/he should be guided to seek approval from their Line Manager. 3 Ownership or Equity in other Companies: Except with the Company’s explicit approval, employees may not own shares in privately owned companies which have any form of business dealings with EBL. This does not apply to shares held in publicly quoted companies, but if there is any possibility that such a holding could cause conflict with his/her duty as an EBL employee, s/he should bring the matter to the attention his/her line manager. 4 Family Interests and Other Alliances: If the Employee or a member of his/her family is employed by a company which has, or is seeking to do, business with EBL, or holds a Directorship (whether in an executive or non-executive role) or interest in such a company, or if the employee is holding a local statutory or public appointment, the employee will require to declare this to his/her Line Manager. Under no circumstances should the employee of his family members derive any benefit from the employee’s proximity to any business discussions, regardless of the degree of the employee’s involvement. Favoritism, which may take many forms, should not be allowed to influence business decisions. If however a business situation arises in which the employee feels that s/he may have difficulty in either maintaining or demonstrating his/her independence from conflicting allegiances, be they personal, family, or community related; the employee should seek the advice of his/her Line Manager. Family or families shall be anyone who is related and known to the employee directly or through marriage including but not limited to spouse/s, children, parents, brothers, sisters, cousins, nephews, nieces, uncles, aunts, grandparents, parents-in-law, brothers and sisters-in-law etc. 5 Gifts: The Company does not encourage the acceptance of gifts or gratuitous services by companies which hav e business dealings with EBL, as this could place an employee in a position where his independent business judgment may be prejudiced. Therefore, It is EBL’s Policy that: †¢ employee should not accept any gift, or the offer of gratuitous services, of an estimated value more than BDT 1,000 from companies currently doing or planning to do business with EBL and, †¢ All offers of gifts or gratuitous services (whether accepted or rejected) with an estimated value more than BDT 1,000 must be reported to his/her Line Manager and be recorded in the Gifts Register (which must be maintained by each Department Coordinator). 6 Entertainment It may be that in the course of business an employee will be entertained. If such entertainment becomes a regular feature or if it exceeds a reasonable scale, employees are advised to report this to his/her line manager. An occasional lunch/dinner is acceptable, but entertainment or hospitality involving paid travel or accommodation expenses is not. 7 Corporate Gifts and Entertainment Approval of the Department Head should be sought where a supplier or contractor offers substantial gifts or hospitality at corporate level, e. . a significant contribution to a Company function, a valuable sponsorship for a competition or other activity at of the Company, or large scale entertainment of Company employees. Remuneration Benefits: 1 Remuneration: The Company provides a transparent and competitive remuneration structure that allows attracting, retaining and motivating the right caliber of staff for its business requirements. The Company follows a ‘pay for the job’ policy that allows the company to be more competitive in the Market. The company pays based on the following: †¢ Pay for responsibility †¢ Pay for relevant experience †¢ Pay for performance †¢ Pay for potential †¢ Pay competitively A good part of remuneration will be linked to Company, Team and Individual performance. The employees are responsible to pay their income tax as applicable by law. Ericsson as good corporate citizen deducts income tax at source. 2 Remuneration Cycle: The remuneration cycle for EBL is January to December. Salary revision; thus is an annual exercise. Each year EBL performs a remuneration survey in the Market in comparison with other multinational companies (both within and outside the telecommunication industry) in Bangladesh. Based on the market survey results and the business condition i. e. target etc. the company provides a budget to each line manager. Line managers can within the budget provide definitive salary increases for his/her respective people. IPM ratings must be taken into consideration for salary increment and should be considered as one of the key factors. Festival Bonus: Two festival bonuses are paid during two Eid festivals per year. 1 (one) month’s basic salary is paid in each Eid as festival bonus. Employees under probation period are not entitled for this bonus. Confirmed employees with less than 12 month’s service shall receive their festival bonus on a pro-rata basis according to their length of service. If an employee tenders his/her resignation before the actual payment date of this bonus t hen s/he will not be eligible for this bonus payment. Employees who are dismissed or who resign to avoid dismissal shall not be eligible for such payment. 4 Performance Bonus Scheme: Ericsson Bangladesh follows two different types of performance bonus schemes, as stated below: a) Performance Bonus: This is applicable for all employees who are not involved in a Sales Roles directly e. g. Services, Networks, MMSI, and Finance etc. b) Sales Incentive Plan (SIP): This is applicable only for employees in sales job roles and who has clear, direct and measurable sales targets. This is also applicable for Services Sales employee, who has clear and direct sales targets. 1 Performance Bonus: The Company will pay Performance Bonus to all permanent employees based on set targets, to be agreed between the Line Manager and the employee. Every year the broad business targets of MUSEA; is cascaded down to the respective countries e. g. Bangladesh. This target is then allocated / distributed in different functions as relevant, which are in turn cascaded down to the employees in those respective functions. The overall process objective is to clearly connect business objectives with team and individual goals. Line Manager and employee will jointly set up the targets at the beginning of the year as per the functional guidance given by MUSEA. All the targets need to be validated by the Functional Heads or the Managing Director as per the Grandfather Principle of Ericsson. Transfer: If an employee is transferred in the middle of the year to another function then the Line Manager needs to align his targets in line with the functional targets. A copy of the new target needs to be provided to the employee. In case of a transfer; employee’s current line manager shall be responsible to appraise his/her performance and provide feedback for the respective months and close the target discussion 1 (one) week before the transfer date. Upon transfer to the new job or in the new function, the employees new line manager shall discuss and sign off a new target with the employee; which is validated by the functional head (grandfather principle). The new target needs to be submitted to HR within 2 weeks from the date of transfer. If an employee is transferred from one function to another after 30th September; then the employee will receive performance bonus based on the existing target i. e. no new targets will be given to the employee. Calculation: This bonus is calculated on annual gross salary (commitment level: 10% of annual gross salary; not guaranteed, depends on performance levels). The bonus is usually paid with March payroll. The amount of the bonus is based on the performance of the Market Unit, Company, Team and Individual. HR acts as the process owner for the performance bonus scheme. Eligibility: Employees  who are under probation on 31st December  in a calendar year will not be entitled to this performance bonus for that year. Confirmed employees with less than 12 month’s service shall receive their performance bonus on a pro-rata basis according to their length of service. If an employee tenders his/her resignation before the actual payment date of this bonus then s/he will not be eligible for this bonus payment. Employees who are dismissed or who resign to avoid dismissal shall not be eligible for such payment. Poor performers (Not Acceptable, Needs improvement ratings) are not entitled for this bonus. 2 Sales Incentive Plan (SIP): In order to promote a high performance sales culture, SIP has been implemented in Ericsson Bangladesh effective 01 January 2008. For all purposes EBL will follow the Group Directives of Ericsson SIP process. Please note that the Group SIP Directive is revised once every year. Every year the broad business targets of MUSEA; is cascaded down to the respective countries e. g. Bangladesh. This target is then allocated in different functions as relevant, which are in turn cascaded down to the employees in those respective functions. The overall process objective is to clearly connect business objectives with team and individual goals. All the targets need to be validated by the Functional Heads or the Managing Director as per the Grandfather Principle of Ericsson. EBL has chosen the following method of SIP: †¢ 80/20 Mix of the TTC (Total Targeted Cash) †¢ Variable payments begin if the participant exceeds 70% of the targets, no variable payments if the participant does not meet the 70% threshold. The maximum payment for any incentive objective will be capped at 3 times the variable amount assigned to the specific parameter. This maximum will be reached at 160% of targeted performance †¢ Semi-annual payout (for local employees) for selected Targets is applicable. This semi annual payment will be calculated based on 70% of the whole year’s targets. Transfer: If an employee is transferred in the middle of the year to another sales function (who is in SIP) then the Line Manager needs to align his Goal Sheet in line with the functional targets. A copy of the SIP Goal Sheet needs to be provided to the employee. In case of a transfer; employee’s current line manager shall be responsible to appraise his/her performance and provide feedback for the respective months and close the target discussion 1 (one) week before the transfer date. Upon transfer to the new job or in the new function, the employees new line manager shall discuss and sign off a new Goal Sheet with the employee; which is validated by the functional head (grandfather principle). The new target needs to be submitted to HR within 2 weeks from the date of transfer. If an employee is transferred from one function to another after 30th September; then the employee will receive SIP bonus based on the existing target i. e. no new targets will be given to the employee. The same procedure will be followed for an employee, who is transferred from a Sales role to a non-sales role. In that case, the new Line Manager will prepare the performance bonus agreement and HR will issue a transfer letter with non-SIP base salary. Calculation: This bonus is calculated on annual TTC. The semi-annual payment of this bonus is usually paid with August payroll and the rest (if any) is paid with March payroll. The amount of the bonus is based on the performance parameters set in the Goal sheet. HR acts as the process owner for the SIP. Eligibility: Employees  who are under probation on 31st December  in a calendar year will not be entitled to SIP for that year. Confirmed employees with less than 12 month’s service shall receive SIP on a pro-rata basis according to their length of service. For newly joined employees; their SIP base salary will be effective from day 1, of joining their service in the Company. If an employee tenders his/her resignation before the actual payment date of this bonus (both for semi-annual and annual payment) then s/he will not be eligible for this bonus payment. At the time of resignation/termination, if the total yearly target is not reached 70%, then the additional amount will be adjusted from the final settlement of the incumbent. Employees who are dismissed or who resign to avoid dismissal shall not be eligible for such payment. Poor performers (Not Acceptable, Needs improvement ratings) are not entitled for SIP payout at year end. 5 Gratuity: An employee is eligible to receive 1 (one) month’s basic salary for every completed year of service; if s/he has served the company for more than 5 (five) years continuously without a break. An employee is eligible to receive 1. 5 (one and half) month’s basic salary for every completed year of service; if s/he has served the company for more than 8 (eight) years continuously without a break. An employee is eligible to receive 2 (two) month’s basic salary for every completed year of service; if s/he has served the company for more than 10 (ten) years continuously without a break. The vesting period for Gratuity is 5 (five) years i. e. an employee needs to complete at least 5 (five) years continuous service to be entitled for gratuity payment. The gratuity amount is calculated on last drawn basic salary. Accounting provisions are made every year; however the payment is made during the separation of employment. Employees who are dismissed or who resign to avoid dismissal shall not be eligible for such payment. Exception: Employees who have worked in EBL for more than 3 years continuously (till 30 November 2006) will receive gratuity based on the old policy i. e. heir gratuity will be calculated on gross salary till 30 Nov 06. 6 Provident Fund: Please see the LM Ericsson Bangladesh Employees Provident Fund Rules for detail guidelines. 7 Insurance: Subject to pre-conditions set by the Insurance Company; all permanent employees will be insured from the date of his/her joining in the company. The company provides 4 (four) different categories of insurance to the em ployees: 1 Life Insurance: This covers Death, Accidental Death; Permanent Total Disability and Permanent Partial Disability insurance. Insurance amount is categorized on the basis of Job Grade. All the full time permanent employees are eligible for life insurance. |Job Grade |Insurance Amount (BDT) | |Job Grade 1 and 2 |1,000,000 | |Job Grade 3 and 4 |2,000,000 | |Job Grade 5 |2,500,000 | |Job Grade 6 and 7 |3,500,000 | 2 Critical Illness Benefit: All full time permanent employees of the Company (aged between 18-60 years) workings in the Company are eligible for the critical illness benefit. Insurance Amount for critical illness is BDT 300,000. Criticality should match with the benefits eligibility prescribed by the insurance company. 3 Hospitalization Benefit: All the full time permanent employees and their dependents (Spouse, Children aged between 0-19 yrs) are eligible for this benefit. Maximum Hospitalization Benefit per insured per disability is BDT 200,000. This includes some of the following items: A) Room Board (Including ICU) Total Limit Per Disability |BDT 80,000 | |Daily Hospital Room Limit |BDT 3,350 | |(Including bed tax) | | |ICU Stay Limit |14 Days | |Maximum per Disability | | |B) Hospital services/ surgical/ anaesthesia charges |BDT 120,000 | |Excluding room and ICU (Maximum per Disability) | | 4 Maternity Benefit: All full time permanent Married Female Employees Spouses of Full time Permanent Male employees are eligible for this benefit. |Caesarean/ Ectopic / Extra-Uterine Pregnancy |BDT 45,000 | |Normal Delivery |BDT 30,000 | |Miscarriage Legal Abortion |BDT 22,500 | 5 Nominee selection: Nominees of Employees’ Insurance claim will be the same Nominees of Employees’ Provident Fund. Employees must notify HR department immediately in case any changes of nominee. 8 Medical: The company will reimburse out patient medical treatment cost for Regular Employees and their dependents (Spouse and Children aged between 0-18 years). Employee and their dependents are allowed to undergo treatment from any registered medical practitioner in Bangladesh. The company shall pay for the cost of treatment and medicine worth maximum BDT 15,000/- (Fifteen Thousand) per year which covers Employees and their dependents. While reimbursement through CONCUR; an employee is required to submit relevant supporting documents i. e. Prescription, Money Receipts etc. as requested by the company. In addition to that for claiming reimbursement of medical bills for dependent(s), scanned copy of respective hospitalization insurance card needs to be submitted along with each claim. The company shall not pay for the following cases: †¢ An injury, fatal or non-fatal, caused or contributed by riot, civil commotion, insurrection of war, or any act of war, whether war is declared or not, or sickness contracted or injuries sustained while in any of the Armed Forces whether land, water or air of any country or international authority at war, whether war is declared or not, or engaged in any armed conflict †¢ Any expenses for the treatment of circumcision, rest cure, nervous or mental disease or disorder †¢ Any expenses arising out of suicide or intentionally inflicted self injury or any such attempt, while sane or insane †¢ Any expenses for cosmetic surgery for purpose of beautification or plastic surgery for any pre-exiting condition †¢ Any expenses in connection with cosmetic dental treatment †¢ Any surgical or appliances charges, including cost of spectacles, glasses or contact lenses †¢ Any expenses for the treatment of drug abus e Any expenses incurred due to hospitalization. Hospitalization is covered by hospitalization insurance policy. 1 Health Check-up: In addition to medical benefit, the company offers all permanent regular employees (only in the age bracket of 40 and above) an annual health check-up facility with Apollo Hospitals, Dhaka effective from October 01, 2009. Should any eligible employee opt to avail the said facility, s/he will be required to make necessary appointment and submit the duly approved health check-up authorization form. The company will pay all associated cost(s) directly to the hospital authority upon receipt of the respective invoice. 9 Leave: An employee is entitled to take two types of leave in a calendar year. Leave is calculated on the basis of calendar year. Total leave days and categories are: †¢ Annual Leave 26 working days †¢ Sick Leave (at actual) For new employees leave will be calculated on a pro-rata basis. Employees are responsible to get their leave applications (Leave Form) approved by their respective Line Managers and to submit them to Administration department prior to availing Annual Leave. Administration department is responsible to maintain leave record. If leave applications are not submitted prior to availing any leave, entitlement of Annual Leave for the whole year will be forfeited. Moreover, there may be deduction from monthly salary if days of absence are not supported by leave application or approved travel order. No leave applications are final unless officially approved by the immediate Line Manager. 1 Annual Leave Employees are entitled to take 26 days of annual leave in a calendar year. Employees under probation are entitled for maximum of 3 days continuous annual leave. In case of resignation/termination/end of employment contract from the company annual leave shall be calculated on a pro-rata basis provided that any fraction of a day shall be disregarded, and where the fraction is one-half or more, it shall be deemed to be one day. Service during probation period will also be considered in calculation of annual leave. Granting of advance annual leave shall be at the sole discretion of the company and the Company reserves the right to recall any approved application should there be any emergency work. Employees must enjoy at least fifteen (15) working days of annual leave in a calendar year; otherwise it will be forfeited. 2 Sick Leave Employees are entitled to take sick leave based on actual needs. Any sick leave more than three (3) days must be supported with medical certificate issued by a registered medical practitioner or a physician. Employee suffering from a chronic disease or any other illness of prolonged nature can take paid sick leave for 30 days continuously. In this case, on recommendation of specialist doctor along with certification of company’s panel doctor, an employee may be allowed to take further two months sick leave without pay. The maximum number of days for which sick leave can be granted is at the Company’s discretion. 3 Leave Carry Forward Employees are expected to take leave as per their leave entitlement. However due to extreme urgency or business requirement if employees can not take the entitled leave in a calendar year, they can carry forward maximum of 11 days of annual leave to next year. This needs to be approved by department Manager in advance. This carried forward leave must be availed during the first quarter of the year leave has been carried forward. If not it will be deemed forfeited. 4 Maternity Leave: All female employees (confirmed regular) shall be entitled to take maternity leave up to a maximum of 120 days. The employee is required to plan in advance with her Line Manager for availing the maternity leave. Maternity allowance in the form of monthly salary shall be paid in the same manner as if such allowance were salaries earned during regular salary period. Leave on account of miscarriage prior to the twenty-eighth week of pregnancy will not be considered as maternity leave, but as normal sick leave. Maternity leave will be calculated on the basis of calendar days. No payment in lieu will be allowed for the days not availed. 5 Absence without Leave: Employee shall be deemed to have broken his/her contract of service with the Company if s/he has been absent from work for more than three days without prior notice from his/her Line Manager, unless s/he has a reasonable excuse for such absence and has informed or attempted to inform his/her Line Manager of such excuse prior to or at the earliest opportunity during such absence. Absence without leave will be deducted from salary if requested by the Line Manager. Mobile Phone: Please see the Mobile Phone Policy for detail guidelines. Transportation: 1 Pick up and drop off service: The pick up and drop off service is discontinued effective from 1st May 2008. The company may reconsider to provide this service depending on the business case in future, at its discretion. Alternatively, Job Grade 1, 2 3 employees are entitled to TK. 5,500/- (effective from July 01, 2008) per month as transport allowance. For broken period, transport allowance will be paid on a pro rata basis. 2 Car Allowance Employees of JG 4 above are entitled to grade specific Car Allowance. For details, please see EBL Car Policy. 3 Pool cars: Admin department maintains pool cars for EBL. The employee should coordinate with their respective departmental coordinators or the Transport Coordinator to avail this facility, as per the Admin SLA. Private use of official transport is strictly prohibited. Allowances: 1 Overtime Allowance: 1 Front Office Employees: Front Office (FO) Employees (Job Grade 1, 2 3 only) will be entitled to receive overtime allowance if they are required to work after their respective shifts. Entire working hours will be treated as overtime during their weekly holidays and other company declared holidays. This allowance will not be paid for working normal hours in Hartal or other types of strike days. Hourly overtime allowance is BDT 200 for Job Grade 1 employees, BDT 300 for Job Grade 2 employees and BDT 450 for Job Grade 3 employees. 2 Other NOSC Employees – Core, RAN Service Layer: NOSC employees of CA Core, RAN and Service Layer (Grade 1, 2 3 only) will be entitled to receive overtime allowance if they are required to work after 7. 30 pm from Sunday to Thursday. Entire working hours will be treated as overtime during Friday, Saturday and other company declared holidays. This allowance will not be paid for working normal hours in Hartal or other types of strike days. Hourly overtime allowance is BDT 200 for Job Grade 1 employees, BDT 300 for Job Grade 2 employees and BDT 450 for Job Grade 3 employees. Travel time will not be considered as overtime. Overtime hours should be clearly marked in the weekly â€Å"timesheet† and must be approved by the Line Manager of the employee. This allowance is paid with monthly salary. The OT allowances timesheet duly authorized by Head of NOSC must reach HR by 12th of every month; other wise will be paid with next month’s payroll. 2 Field Maintenance Allowance: Field Maintenance (FM) employees will be entitled for fixed consolidated Field Maintenance Allowance per month. This allowance will be paid with monthly salary. No other over time allowance will be given to FM employees. ? Job Grade (1 2): BDT 7,000 per month ? Job Grade 3: BDT 9,000 per month ? No allowance will be given to FM employees of JG4 and above. 3 Emergency Callout Allowance: This allowance is applicable to the NOSC Core, RAN, Service Layer, Front Office and Field Maintenance employees who are required to remain in stand-by mode every week to handle emergency calls from the Customers. The allowance is BDT 1,500/- per week per employee. This allowance will be calculated on weekly basis. Employees are not allowed to travel outside their respective duty stations during the week of emergency callout assignment and must carry the mobile phone specified to receive emergency calls from customers. Line Managers are responsible to prepare a quarterly roster along with change notifications of Emergency Callout assignees and inform all concerned departments. This allowances will be payable along with the monthly salary. The allowance timesheet duly authorized by Head of NOSC must reach HR by 12th of every month; other wise will be paid with next month’s payroll. 4 Shift Allowance: Shift allowance will be paid to Front Office Engineers of NOSC. All FO Engineers will receive BDT 2,500 per month for working in shifts. This allowance is applicable for Job Grade 1, 2 and 3 employees only. 5 Food Allowance: Front Office employees of NOSC are entitled to food allowance of BDT 60 per shift, for working in Shift C only. This allowance is only applicable Job Grade 1, 2 and 3 employees of FO. No receipt is required to claim this allowance. This is effective from 01 June 2008. 6 OHS Allowance: This allowance is applicable to the Field Maintenance (FM) employees (Job Grade 1, 2 and 3) of NOSC. This is a one off allowance given to all Field Maintenance once every calendar year. The allowance is BDT 4,000/- per annum per employee. This is provided so that the FM employees have proper safety shoes, rain coats, umbrellas, torch lights, first aid kits etc. Employee of the Month: EBL is a performance driven organization. In order to publicly recognize and appreciate exceptional achievements of employees in a particular month, the company nominates â€Å"Employee of the Month†. The Employee of the Month receives a letter of appreciation from the Managing Director and a cheque of BDT 10,000/-. Line Managers may nominate their employees to their respective Department Heads. The Line Manager must provide a brief description of the job performed or the exceptional achievement made by the employee for which s/he is nominated. Regular local employees of Job Grade 1 – 4 are eligible to participate in this program. Members of the Management Team will collate their departmental nominations and send it to HR. HR discusses the nominations with the Managing Director and finalize the nomination. 1 Long Service Award: EBL firmly believes in providing a career to its employees, not a job. Hence, the Company would publicly recognize the service length of employees who have worked more than 5 years with the Company with dedication and sincerity. As per this policy, employees completing: †¢ 05 years of service will receive a Company approved gift worth BDT 7,500/-. †¢ 10 years of service will receive a Company approved gift worth BDT 15,000/-. 15 years of service will receive a Company approved gift worth BDT 25,000/-. †¢ 20 years of service will receive a Company approved gift worth BDT 35,000/-. The employees will also receive a letter of appreciation from the Managing Director. 2 Team of the Q uarter: EBL believes that the organization can achieve its ultimate results only by working as a team. In order to promote a team culture within the company, the â€Å"Team of the Quarter† is awarded at the end of every quarter. The award is given preferably to a cross functional team for their collective achievements e. g. saving costs, achieving additional businesses, completing a project on time under budget etc. There is no financial award for this. The award is recognized publicly in the all employee forum. Performance Management Performance Management in Ericsson is managed by the IPM Process. Please see the IPM Process for detail guidelines. 1 IPM Handover: When an employee is transferred to another role in a different function under a new manager, a formal handover of IPM between the previous and the new manager is required. It is the responsibility of the new line manager to ensure that a proper handover takes place, after discussing with the employee and the previous manager. Performance goals may need to be changed and communicated the employee by the new manager. The discussion eeds to be completed and documented within 1 month of the employee’s transfer. Training and Development The Company encourages each employee to develop his or her potential to the maximum. Development needs are identified as part of the IPM process. Training should be based on the Ericsson’s Comp etence Management Process. Formal training should be proposed for an employee when other forms of development are deemed ineffective. Formal training is defined as development activities which primarily aim to develop a set of specific competence and skills set, carries out by professional and or certified instructor, and requires financial commitment from company. In Ericsson; employees can develop through self-study, specific cross functional projects, on the job training, attachments, short-term assignments, mentoring and formal training. Line Managers are responsible for skills/competence training and HR organizes general development training e. g. negotiation skills, influencing skills, team buildings, leadership etc. Please see EBL Training Process for detail regarding training. The company invests significant amount of money in training and development of employees. Therefore employees must be cautious is cancelling a training at the last moment. In case of business urgencies, cancellation of training must be made beforehand in a planned manner so that the Company does not incur any costs. Otherwise the employee will have to bear the full cost unless for reasons of force majeure, or major accidental incident that happens to the closest family (parents, spouse, children or siblings). Employees are responsible for updating their training profile regularly through Employee Self Service (ESS). 1 Training Commitment Agreement: 1 Training Commitment Policy: Ericsson Bangladesh provides training to its employees to enhance their skills and competencies in order for them to perform their job at an expected level. The company also provides training to employees so that they are in a position to assume higher responsibilities in near/distant future. Providing training is a continuous process, which the company believes, helps employees to grow as professionals with the organization. In order to secure the company’s interest and retain employees to perform the relevant skills acquired from the program attended, all employees will be required to sign a Training Commitment Agreement with the company prior to the commencement of the program. 2 Service Obligation: Employees undergoing any â€Å"in scope† training programs in relation to his/her current or future job in accordance with the cost of the program (â€Å"training amount†) shall be obliged to serve the following period of compulsory service.. 3 Training Commitment: Service Length |Training Amount |Commitment Period | |0 – 1 year |BDT. 175,000+ |30 months | |1 – 2 years |BDT. 175,000+ |24 months | |2 – 3 years |BDT. 175,000+ |18 months | |3 years+ |BDT. 175,000+ |12 months | †¢ An employee is required to sign a training commitme nt agreement for each training program with a training cost of BDT 175,000 or more. In case of multiple training programs, where the training cost of each program is less than BDT 175,000, the costs will be accumulated. †¢ Subsequently, an employee is required to sign a training commitment agreement when the cumulative training cost for two or more training programs exceeds BDT 175,000. 4 Training Amount: †¢ Formal training programs: This amount includes the training fees, airfare, daily subsistence allowance and accommodation. †¢ On the Job training (where no training fee is applicable) and short-term overseas assignment: This amount includes airfare, daily subsistence allowance and accommodation. 5 In Scope: †¢ All overseas Technical/Competence training provided to an employee for skills/competence development. All overseas on the job training (2 weeks+ to 12 months); where an employee is sent to another Ericsson company to understand a specific subject matter (technical and non-technical). †¢ All short-term overseas assignments (61 days+ to 364 days) including travel time; where an employee is sent to another Ericsson company to apply his acquired knowledge and competences, for a hands-on experience in the relevant field, and for an exposure in the international environment. 6 Out of Scope: †¢ All overseas workshops, seminars, customer meetings, functional meetings etc. †¢ Any short (5 calendar days) visit where no training course fee is involved †¢ All training provided/conducted locally by EBL †¢ All short-term overseas assignments less than 61 days including travel time. 7 Settlement of Training Commitment: Termination: In case of all employee initiated resignations, or company initiated termination or dismissal on COBE (Code of Business Ethics) grounds, the employee shall pay back all unfulfilled service commitment period on a pro-rated sum basis using the formula as stated below: â€Å"Total training amount / Total training commitment months X Number of months left in commitment† In the event the employee fails to settle in full whatever amount is due to the company upon the termination of employment, the company reserves the right to deduct the prorated portion related to the unfulfilled period of committed service from salaries and all other short and long term benefits payable to the employees. The company may choose Legal recourse to recover the same from the employee under the said training commitment agreement, as per the laws of Bangladesh. Changes: The company reserves the right to change the policies at any given time without giving prior notice. However, this will be communicated to the employees as and when applicable. Revision History: †¢ 2009-10-18: revision of Working Hours; Section 2. 1 †¢ 2010-07-20: revision of Working Hours; Section 2. 1 †¢ 2010-07-20: revision of Maternity Leave; Section 10. 9. 4 †¢ 2010-08-18: revision of Medical; Section 10. 8 †¢ 2010-11-01: revision of commitment policy on short-term overseas assignment; section 16. 1 †¢ 2010-11-01: clarification on promotion criteria; section 2. 7

Homer- The Greek Poet Essay Example

Homer- The Greek Poet Essay Homer is an indefinite figure of mystery, a halo in a dark shadow.Homer was a Greek poet, accredited with writing The Illiad, The Odyssey, and a few other works of literature.His epic poems were broken down into books to make easier to memorize, since he would recite the whole poem in one day, with no breaks. Homer definitely has an unclear past, he also may not have actually wrote both The Illiad and The Odyssey, and he interlaced several Greek gods into his story, helping us understand what the Greeks of ancient times were like. There is a certain lack of information on Homer.Most likely, he was live around 720 B.C., and he was a blind bard.A bard is a person who recites poems in public, which he wrote by himself, some of these are long in length, and called epics.The Illiad and The Odyssey are both epics that are accredited to Homer.All of this still may not be true.Many people claim that Homer couldnt have been one person, some think that it would be impossible to cover all of t hese events depicted in his books in a normal mans lifespan. Still, there is no hard proof to prove that Homer didnt write these two epics, but theres also no solid proof that he did.On one hand, until the publication of Prolegomena ad Homerum, there probably were only about ten people in the entire world that ever doubted the existence of Homer. The Greeks and the Romans were convinced that Homer was a single man and that he wrote the works that bear his name. The Greeks even studied the Iliad and the Odyssey in their schools as early as 400 BC and regarded the works as masterpieces of the Greek language.Just because of this, though, doesnt mean that its not possible for Homer to be several men; Today many critics, including most of the ones who insist that Homer was one man, seem convinced that the original Odyssey ended in book XXIII, line 269. Then the many Homers theorists argue that if the

The Best AP Environmental Science Review Guide

The Best AP Environmental Science Review Guide SAT / ACT Prep Online Guides and Tips Knowing how to review for an AP test can be challenging, and, based on average exam scores, it appears that many students who take AP Environmental Science don’t adequately prepare for the exam. Fortunately, if you’re not sure where to start, this guide will walk you through the complete of AP Environmental Science review process.I’ll start by going over the format of the exam and what it’ll cover, including sample questions, and then I’ll move on to the specific review strategies and plan you should follow in order to be prepared for the exam. What's the Format of the AP Environmental Science Exam? The AP Environmental Science Exam is three hours long and divided into two sections, multiple-choice and free-response. Multiple-Choice Section 100 questions 90 minutes Worth 60% of your score Questions will be both stand-alone and as part of sets You earn one point for each correct answer, and no points are taken off for incorrect answers (so you should answer every question!) No calculator allowed Free-Response Section Four questions 1 Document-Based question 1 Data Set question 2 Synthesis and Evaluation questions 90 minutes Worth 40% of your score (each question is weighted equally) No calculator allowed What Does the AP Environmental Science Exam Cover? Before we get into the nitty-gritty of APESreview, it’ll help to broadly go over what the exam covers to help put everything into context.Environmental science is a multi-disciplinary topic, and it covers concepts from science, history, current events, and more. The exam will touch on many areas, but there are six main themes it seeks to focus on.Every question you see on the exam will relate back to at least one of these themes, so they’re helpful to keep in mind as you navigate your review process. AP Environmental Science Themes Science is a process. Energy conversions underlie all ecological processes. The Earth itself is one interconnected system. Humans alter natural systems. Environmental problems have a cultural and social context. Human survival depends on developing practices that will achieve sustainable systems. The AP Environmental Science exam also has seven major topics which make up the content the course and exam focus on.These major topics are more specific than the above themes, and knowing them helps give you a better idea of what will be covered on the exam. Each of the topics will make up about 10-15% of the questions on the multiple-choice section, except for pollution which will make up 25-30% of multiple-choice questions.Each major topic has multiple smaller topics within it. In the interests of length, I included a selection of these for each major topic. If you’d like to see the entire list, check out the AP Environmental Science Course Description, beginning on page six. AP Environmental ScienceMajorTopics Earth Systems and Resources Topics include: Geology, the atmosphere, water resources, and soil science The Living World Topics include: Ecosystems, energy flow, biogeochemical cycles Population Topics include:Population ecology, reproductive strategies, survivorship Land and Water Use Topics include:Agriculture, forestry, mining, fishing, global economics Energy Resources and Consumption Topics include:Different types of energy (fossil fuels, nuclear, hydroelectric, etc.), energy consumption, and renewable energy Pollution Topics include: Types of pollution, economic impacts of pollution, how pollution affects environmental and human health Global Change Topics include: Global warming, loss of biodiversity, changes to the ozone layer What Do Questions Look Like on the AP Enviro Exam? As mentioned above, there are two sections on the AP Environmental Science exam: multiple choice and free response.Official sample problems from both sections are shown below. Multiple-Choice Sample Question To answer this multiple-choice question, you’d have to know major environmental disasters and what caused them.Each of the answer choices is a place where an environmental disaster occurred, but only one of them was caused due to disposing of toxic chemicals underground. The correct answer is choice C. Other multiple-choice questions may refer to a graph, require simple calculations, and/or be part of a set of related questions. The College Board doesn’t make many examples of multiple-choice questions available, but for a sample of questions, check out the Course Descriptionfor AP Enviro.Later in this guide, I’ll also go over where to find and how to use other sample problems. Free-Response Sample Questions Data Set Sample Question There will be one data set question on the exam. Some data (it may be a table, chart, or graph) will be presented, and you’ll be required to answer questions on it, some of which will include calculations. Because you aren’t allowed a calculator, the calculations won’t be too involved and will generally only require solving simple equations. Synthesis and Evaluation Sample Question There will be two synthesis and evaluation questions on the exam and, while they may include data you have to look at, you won’t have to do calculations in order to answer questions.Each question can be answered with a few phrases or sentences; no free-response questions on the Environmental Science AP exam require complete essays. The document-based question is similar to the synthesis and evaluation question in that there are no calculations involved, and the questions can be answered with short phrases or paragraphs, but the document-based question will have a short excerpt from a document you’ll need to read in order to answer some parts of the question. To see complete answers to these questions and other free-response questions, check out our dedicated guide to the AP Environmental Science Free-Response Section. How to Review for AP Environmental Science In this section, I’ll walk you through each step you should take during your AP Environmental Science review. Follow these sevensteps, be thoughtful about your weaknesses and progress, and you’ll be on your way to success! #1: Get Your Review Materials Ready Before you begin reviewing, you want to make sure you have all the review materials you’ll need ready and organized.It’s best to start this step around the end of fall, but even if you’re juststarting a few weeks before the exam, never fear! A couple weeks of dedicated studying can be enough to help you score well on the AP exam. What materials do you need? Many people find it helpful to purchase a review book. Unlike your textbook, review books focus specifically on the information you need to know for the AP exam, so you’re not wading through extraneous info that you don’t need to worry about for the test.Before getting a review book, read reviews online or ask your classmates if they have a book to recommend. In general, Princeton Review and Barron’s are solid choices. Don’t neglect your class materials, though! Your notes and textbook can be useful for in-depth review of certain topics you want to brush up on.Finally, practice tests are one of the most important ways to review, so you want to make sure you have gathered a bunch of them. Check out our guide specially on AP Environmental practice tests, or check out these top choices: There is one complete and official practice test available from the College Board. Barron’s also has a high-quality complete practice test. For free-response questions, there are lots of official examples from previous AP exams that you should use. For multiple- choice questions, there’s 17 official practice questions you can look at in the Course Description for the class. Varsity Tutors also has a 100-question multiple-choice test. #2: Take and Score a Practice Test Your next step should be to take a complete practice test under realistic testing conditions (90 minutes each for multiple-choice and free-response, no calculator, and taken in one sitting). I’d recommend using the Barron’s practice test or combining the Varsity Tutor’s multiple-choice section with a set of official free-response sections and saving the full-length official practice test for later on. After you take the test, score your test to see how well you did. Official practice materials come with scoring guidelines, and many unofficial resources are automatically scored, but if you need help estimating your score, use this score calculator. (It’s based on 2008 results, so it won’t be completely accurate, but it’ll give you a good estimate.) #3: Set a Score Target Now that you know how well you’re currently scoring, you can set a score target.Despite its low score averages, AP Environmental Science is generally considered one of the less-challenging AP exams, so most people who are able to commit some time to studying should aim for a 4 or a 5.However, if you are scoring a 2 or lower, or you know you won’t be able to study much, you may want to aim for a 3 instead. #4: Analyze Your Mistakes Now that you know what score you’re aiming for and how far you are from it, it’s time to start analyzing which questions you got wrong and why.Go through the practice test you just took and look over every question you got wrong. Think about why you got it wrong, and look for patterns. Did you miss a lot of the questions that involved calculations? Did you know global change but got most questions on energy resources wrong? This may seem like a long and tiresome step, but don’t be tempted to skip it. It’ll save you time in the long-run, and it’s really the only way to significantly improve your score. #5: Review Your Weak Content Areas Next, use the information you got from going over your practice exam and focus particularly on improving each of your weak areas.If there are certain topics or types of questions that gave you particular trouble, review your notes and take practice questions until you feel confident with them. Don’t just passively read through your notes either; actively engage with them. Underline important words and phrases, rewrite key points in your own words, and regularly stop and go over in your head what you just learned to make sure you’re actually retaining the information. #6: Revise Your Test-Taking Strategies A lot of the time, it’s not just the content of the exam that’s challenging, it’s how much you’re expected to do in three hours that can also cause you to make mistakes.If you find yourself either running out of time or making careless errors, you likely need to make some changes to how quickly or slowly you move through the exam. If you often runout of time, spend future practice tests timing yourself more carefully.For the multiple-choice section, you have 90 minutes to answer 100 questions; that’s 54 seconds per question. Getting stuck on one question can prevent you from answering multiple other questions, which can really hurt your score. So, if you’ve looked at a question for 90 seconds and still have no idea how to answer it, skip it and come back to it at the end if you have time remaining. (Do remember to answer every question though by the time the section ends, even if it’s a complete guess. There are no deductions for incorrect answers, so don’t leave any questions blank.) For free-response questions, you’ll have about 22 minutes to answer each question. However, no one will force you to move onto the next question, so it can be easy to lose track of time. Taking practice free-response sections and carefully timing yourself can help with this issue.Also, if you find yourself making a lot of careless errors on the exam, try to slow down a bit and read each question twice before you begin answering it. For both sections of the test, answering practice questions regularly can help you get a handle on timing issues and become more used to how long you have to answer each question. #7: Take Another Practice Test After all your hard work, it’s time to take another complete practice test to see how much you’ve improved.Follow the same rules as you did for your first practice test, and figure out your score. If you’ve improved a lot and are close to your score target, you may only need to do light studying until the exam. If you’ve improved but still aren’t where you want to be, repeat the above steps again to continue working on your weaknesses. However, if you haven’t improved a lot or are still far from your target score, you’ll have to change up your methods. Examine how you’ve been reviewing and which questions you’re getting wrong. You may not have been paying close enough attention or just passively read through your notes instead of engaging with them. Make a list of things you’ll change (such as studying more actively, paying closer attention to your notes etc.) and implement those changes as you go through the above steps again. Time Estimates How long will it take to review for the AP Environmental Science AP exam? That’ll vary for everyone, but below are some estimate of how long you should spend on specific steps. Take and grade first practice test: 3.5 hours Analyze your mistakes: 1 hour Review your weak areas and revise test strategies: 3 hours Take and grade another practice test: 3.5 hours So, going through one cycle of these steps may take you around 11 hours, and, remember, you may want to repeat the cycle to really get the information to sink in. Summary: Key Tips for AP Environmental Science Review Being well-prepared and ready for the AP Environmental Science exam gives you a much better shot of doing well on the test.Make sure you know how the exam is formatted and what material it covers before you begin your review. Your review process should include the following steps: Gather review materials Take and grade an initial practice test Set a score target Analyze your mistakes Review weak content areas Revise test strategies Take and grade another practice test to see how you’ve improved What's Next? Want some more practice materials for the AP Environmental Science Exam? We've got you covered with free and official practice quizzes and tests. Need some help reviewing for your other AP classes? Learn the five study tips and strategies you should use for all AP exams. Are you self-studying for AP Environmental Science or another AP exam? Learn the seven steps you should be following when self-studying in order to maximize your chances of getting a great exam score. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now: