The Crucible The Lady Of Shalott Essays - Culture, Religion

The Crucible: The Lady Of Shalott Two girls lye sleeping, one with her eyes open, the other with her eyes closed. Not such an unusual picture except for the fact that the two sleeping girls cannot awake. A mysterious servant from a faraway place, a group of young ladies seeking magic to joins their hearts with the men that haunt their dreams. A man of the cloth who stumbles onto a secret dance in the middle of the forest who will spend the next year of his life harboring secrets and trying desperately not to be exposed. The town of Salem sucked into the vacuum of conspiracy, accusations, innuendo and the horrifying fact that maybe Lucifer has come to make a house call. They say that truth is stranger than fiction and if this story wasn't a dark shadow on our nation's history it would make for a great novel. But if it was the truth and for those who where there, a horrible reality. This community so caught up in the possibility that witchcraft existed, they completely lost their senses. The following is a breakdown of all the legal issues that by today's standards where not followed. Church and State Out of all the issues that will be addressed, this one is the most difficult. In the 1600's, the church was interwoven with the state and the operation of government. Enter Reverend Hale a scholar of witchcraft. Unbeknownst to everyone, a novice at his trade; a person trying to gain status in the new country. The power of life and death lay in his hands, by his words a person could be deemed a witch and suffer the consequences. It was Rev. Hale who was the fuel that lit the fire. The first amendment clause of the United States Constitution states, Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof. Although this country was founded in a belief of god and morality, the intent was never to have the church involved with the judiciary. The justices would not assemble in Salem, Massachusetts until Reverend Hale found proof of witchery. And by the words of a child, and with a desire he found find what he sought, witchcraft was found in Salaam and the justices where assemble. With a hidden agenda and his life and position at stake, Reverend Parris joins to support the movement this helps fire the furnace and gain support for the movement. Freedom of Speech, Expression & Religion Although not of majority, Abigail and her group of Satin worshipers where denied by her uncle and the community their right to free speech. The very essence of being an American, the right of free speech and worship as granted by the first amendment of the Constitution. Amendment I Section 12 protected the girls right to practice the satanic ritual. The country as whole was not allowed to practice whatever religion they choose. Forced or Co worst Confession It started with the whipping of Tituba the servant and ended with the offering of anvisty to Proctor or any other citizen who admitted to the practicing of witchcraft. False witness statements, Hearsay and forced confession all took place. Reverend Parris beat his servant until she admitted guilt and participation in the practice of witchcraft she was anvisty when she then pointed the finger at Abigail. This was the mayhem that started to grow. As others where accused, the accused pointed to another. Statement of falsity became statement of fact. It became a case of freedom exchanged for defendants. Due Process As stated in the Due Process clause of the Constitution, all people are entitled to Due Process. This includes, a right to an attorney, the right to have the attorney present during questioning, a right to remain silent, a right to have an attorney appointed if you can not afford one. This whole concept completely thrown out the window during the witchcraft trials. The complete process went a rye from the beginning. With a grand jury never seated to hear evidence and testimony to find basis for a case, the case went forward. Three justices where empanel to hear the case, but most importantly there was no jury of the defendant's piers.

Banned Books essays

Banned Books essays The Bible, encyclopedias, and dictionaries contain the same terms, should they be banned? was stated on the Oprah Show of the inappropriate terms in some of the challenged books in schools. Books around the country (and world for that matter) have been challenged by many parents and in some instances banned from schools due to content the parents feel is inappropriate for their children. For example, several books have been banned on the basis that they promote and/or encourage profanity, explicit material, and homosexuality. Banning and censorship of these books is morally wrong because it can be seen that the children will, without a doubt, learn the material at some point in their life whether by word of mouth or the Internet. Also, as given to them in the first amendment, these authors have the freedom of speech to state what they want in the books. In the instance of the novel The Adventures of Tom Sawyer, censorship of the book is unethical since it teaches good childhood les sons, entertains boys and girls, and presents superstition to assist in educating children through themes. Those who oppose Twains Tom Sawyer argue that it presents poor role models to American youth, but in actuality it teaches them beneficial childhood lessons, such as freedom from social exclusion that Huck experiences. First, it teaches of moral and social maturation through Toms character development. Tom's adventures to Jackson's Island and McDougal's Cave take him away from society, which prepare him to return to the village with a new, more adult relationship to the community. By the end of the novel Tom's maturity has surpassed Huck's; and Tom's personal growth is evident in his insistence, in the face of Huck's desire to flee all social constraints, that Huck stay with the Widow Douglas and becomes civilized. The book also presents freedom through social exclusion from Hucks portrayal. Huck's exclusion d...

Power, Authority, And Influence in BrandMaker Company Essay

Power, Authority, And Influence in BrandMaker Company - Essay Example The internal challenges Tom Moris encountered ranges from the power vacuum created by John Goodwin retirement. John Goodwin main responsibility was to take care of the CIM.a When he retired no plan was in place for a suitable candidate to came and where his shoes. The vacuum created by John Goodwin retirement created doubt by employers and no employer was willing to take decision and challenges related to CIM. Due to their lack of experience the employer had varied opinions. The other challenging decision faced by BrandMaker CEO is how to introduce the temporary head of division. Cramer basically took advantage of his power of transition by proposing an integration of the two companies i.e. the BrandMaker and the EAD mainly for the purpose of minimizing costs. The organizational structure between these two companies greatly varies and this brought a clear difference of the CIM and EAD. BrandMaker mainly focused on innovation and creativity that creates a unique measure for the market knowledge. EAD was a European business and it included several departments. It was independent in nature and so it was not a brand name like the BrandMaker. The CEO of BrandMaker Tom Moris was in a limbo on which side he was. Carlos Cramer who worked with a company who were competitors with BrandMaker took over and he tried to blend the CIM and EAD. This caused mistrust amongst employee. His move to integrate CIM and EAD caused turmoil and varied reactions amongst the Brandmaker employees.

(need to be determined) Essay Example | Topics and Well Written Essays - 500 words - 1

(need to be determined) - Essay Example Some familiar materials that exist in the universe, they are made of neutrons, protons and electron and these materials are called the baryonic matter. The dark matter can either be made of non-baryonic matter or baryonic matter. To hold the universe elements together, the dark matter has to consist of about 80% of the matter (Bahcall et al. 2004). One interest thing about the dark matter is that the scientists cannot see it. Then how do they know it exists in the first place? Scientists have learned to calculate the mass any huge object’s in the space through the study of their movement. In the 1950s when some scientists were examining spiral galaxies, they expected to witness the materials at the center to be moving fast as compared to those on the outside (Spooner and Kudryavtsev 2001). Against their expectations, the scientists discovered that the stars that were in the same position were traveling at a similar velocity. The results indicated that the galaxies are made of a lot of mass that cannot be seen. The elliptical galaxies studies further indicated that visible objects had more mass. Albert Einstein proved that huge objects in the space bend light and distorted it, making them be used as lenses. Through the study of light distortion in the universe, the scientists have been able to create dark matter maps in the universe (Bertine 2010). The gravitational mass can be derived from the observation of movement of the gas clouds and the stars motion is the disk as the spiral galaxy (for example the Milky way) in the disk as they circle the center (Rubin 1997). The galaxy rotation curve reveals how the speed of the stars around the center as the gap from the center increases. The majority of the spiral galaxies are known to reveal flat rotational curves out in the longest distance they can be traced, even after they disappear into the distance. It is, therefore, reasonable to

John smith 2 Essay Example | Topics and Well Written Essays - 250 words

John smith 2 - Essay Example However, after suffering from burns from gun powder he returned to England to receive treatment, never to return to the ‘new world’ again. He died at the age of 51 years (Apva.org). The site portrays topics on colonization, war for independence, business for profit motive through the Virginia company as well as diseases. There is a picture of Smith to the right of the page and above it at the top right corner there is an artifact looking like a broken medallion. The medallion has a picture which looks like that of Smith. On the other hand, there are extra links which offer more information about Jamestown, history, resources, publications, findings, and exhibits. The interactive features of this site include a platform for support, contact information of the site creators and a video link at the bottom of the page. The site has interesting graphics that are user friendly. The information is very enlighting and it offers an insight on the history that many people are not aware of. However, I fail to understand how Smith was a survivor in every extreme situation he was in. The most interesting things are how Smith survived and how he was a lucky man to having beautiful women and more so how adventurous and a leader he was. However, there is bias in the information that Smith was a boastful man while no literature can clearly account how he was. Conclusively, the site is educative, interesting and I would recommend for others to explore

Development of the Childs Brain

Development of the Childs Brain Early Childhood Development (ECD): A step towards a better future Shamsa Amin Hussaini Gifted with countless skills and abilities, every child enters this world with a fresh, fertile, sponge-like brain, ready to be exploited. The critical years of every child begins from the conception through birth to the 8 years of age and according to developmental psychology, this is the time of significant physical, cognitive, social and emotional development for every person. Incidents and experience in these first few years of life, and even before birth leave their impressions throughout children’s life, signifying the influence of external environment on a child’s development. Dr. Hiam Ginnot says, â€Å"Children are like wet cement. Whatever falls on them makes an impression.† Therefore, these early years are said to be the best time for children to learn and should be maximized to lay a foundation of a brighter future. The explosion of research in this area of Early Childhood Development (ECD) has gained public attention and has become a topic for discus sion. Department of Elementary and Secondary Education, Missouri (2012), states that researches over the years indicate that significant short-term and long-term benefits are gained by children who participated in early education programs. Additionally, three meta-analyses of over 120 research studies indicate that around eighty percent children with ECD programs scored better on school entry as compared to those who did not experience such programs. Moreover, Tribune (2013) reveals that globally the enrolment in primary school has increased,from fifty-three percent in 1990 to eighty-one percent in 2011.This signifies the benefit of ECD children are receiving. However, there are a lot of people who are unaware of this knowledge or do not make ECD initiatives a part of their lives and eventually remain deprived of its benefits. According to UNICEF (2013), each year, 7.6 million children under the age of five die worldwide and more than two-hundred million children do not reach their full potentials. This in turn makes their countries lose approximately twenty percent of the adult productivity. Besides, in Pakistan there exist a lack of significant data and statistics about ECD implementation, however, it was reported that about 86 children every 1000 live births were reported to die in 2012 (Tribune, 2014) and no one knows how many of the living children may not have achieved their developmental milestones. Researchers have proved that a positive Early Childhood Development can open a world of possibilities and opportunities for a child but many children in Pakistan are never exposed to it. Similar to Pakistan, there are several other developing countries where children less than eight years are suffers multiple things which negatively influences their development. There could be several reasons due to which many children are unable to maximize their potentials in developing countries like Pakistan. These may include poverty, gender biasness, economic status, e thnicity, disability and poor health. All these factors prevent these innocent beings from receiving adequate nutrition, care and opportunities to learn as their environment is non-stimulating for a positive growth. Such circumstances make the poor families focus on keeping their children fed and neglecting the other cognitive, health, emotional and social needs of their children. Concurrently, researches prove that children without exposure to ECD programs lack in their social, emotional and cognitive skills. Therefore, the significance of this issue in countries like Pakistan cannot be denied. . If these children are provided with appropriate Early Childhood Development, may become a source of the country’s development in future and bring prosperity. This article aims to provide a basic understanding about Early Childhood Development, its statistics, the importance of investing in it and the ways to promote it within the society. Understanding of Early Childhood Development varies from people to people and is affected by several factors including local and family traditions, culture, national policies, schooling systems, awareness etc. However, increasing discussions about early childhood activities and development had familiarized people with the concept to some extent. ECD is not just confined to schooling and education, but, it is concerned with holistic well-being of a child. While it stresses on providing a joyful learning environment at schools, it also caters child’s health, nutrition and hygiene. ECD also entails cognitive, social, physical and emotional development. Therefore, Early Childhood Development may not just be conducted at school environment or a formal setting, it may occur at an informal setting as well, provided by anyone from governmental organizations (NGOs), governmental organizations to communities and parents. Literature reveals that the major concept behind the ECD programs is that every child is unique with different growth and developmental needs to be addressed. Moreover, ECD programs does not just develop children, it also compensates for any kind of negative influences or experiences in any aspect of life like social, emotional, nutritive, cognitive et cetera. In addition, ECD also supports Child Rights Convention, according to which every child has a right to be provided with opportunities to develop his personality and his mental and physical abilities. Scientific researchers have proved that about ninety percent of the brain develops by the age of five years and during early childhood, genetics, environment and experiences together work to build integrated circuits in the brain. Additionally, a stimulating environment, adequate nutrients and social interaction are said to be the major requirement for optimal brain development. ECD programs focus on these factors and emphasizes on providing stimulating environments to children ad meet all their needs for the betterment of their future lives. However, children’s development is often ignored in our society where they are seen as smaller versions of adults due to which advances in physical, psychological and social development remains unimportant. The normal development of children is categorized into three aspects; physical, psychological and emotional. Physically, the rate of development increases as children passes infancy. With increasing age children develop different gross and fine motor skills. As discussed earlier, both genetic and environmental factors affect the child’s normal development. Growth of a child depends on certain hormones in the body. The particular hormone responsible for physical development of a child is sensitive to environmental stressors. Environment with less stress and more care, love and stimulation favors the growth of children. Thus, environmental factors play a significant role in children’s physical development. Apart from physical, normal psychological development of children includes cognitive and emotional development. Psychologist, Jean Piaget adequately explains the cognitive development during childhood. According to him children play an active role in gaining, constructing and understanding the knowledge of the world. He developed four stages of children’s cognitive development. According to which, early cognitive development involves processes based upon actions whereas in later stages there are changes in mental operations of children. As they grow, their thinking becomes logical, abstract and their learning abilities improve. Moreover, children begin to use deductive reasoning and abstract ideas as their age increases. Also, children experience enhanced concentration, judgment and attention span with age. In addition to cognition, children also exhibit emotional development like increase in self-awareness and feeling empathy and pain. Further, children begin to appreciate the feelings and perceptions of others, contributing to their moral development. Hence, psychological development enhances children’s moral reasoning and abilities. Furthermore, children’s social development occurs as they grow and come in contact with the people around them. This aspect of their development includes relationship of child with their parents, siblings and friends. Literature underlines that early relationships with caregivers play a major role in children’s development and continue to influence social relationships throughout life. According to psychologist Albert Bandura, children learn new behaviors from people each time when they interact with their social environment. By observing the actions of others, they tend to develop new skills and acquire new information which they practice later. Also, with increasing age, children become more socially active and participate in different activities where they have hands-on experiences, helping in developing higher brain functioning. Also, children love to play different games and as they grow, they move from solitary state to playing in groups and respecting others†™ opinions. ECD is an initiative which aids the normal development of children and fulfils their developmental milestones that are related to their physical, social and emotional aspect. It also guarantees outstanding returns not just for the individual alone but for the society and the country too. Therefore, the developing countries are seen to support the idea as it provides them, a hope of overcoming the darkness of poverty and other problems. Also, literature says that learning experiences in early years of life has lasting impacts on the holistic well-being of an individual and the development missed at this stage can hardly be replaced in later life. And if replaced, it is expensive and challenging, therefore, Early Childhood Development should be focused as a preventive and secure measure for each child. Arguments exist that children have always grown up to be intelligent and reliable young adults without the benefits of an intentionally planned proper early childhood development programs. But in today’s vast and challenging world there is a need to provide children with environment of learning opportunities so that our future generation could grow up into successful people and in turn benefit our country. For the same, several initiatives have been taken at community, national and international levels. UNESCO and UNICEF are two of the several international organizations which work to close the knowledge gap and promote ECD initiatives throughout the world to improve children’s life. Furthermore, it has been observed that in developing countries, effective ECD facilities and services are available mostly to the high profile and rich areas leaving the poor deprived and dwelling in the cycle of poverty. However, there are still several governmental and NGOs working throug hout Pakistan, in urban and rural areas, to benefit the population with ECD initiatives in all aspects. Some of them are; Ali Institute of Education, Aga Khan Development Network, Children’s Global Network for Pakistan, HOPE, and PAHVNA, Health and Nutrition Development Society. Even though organizations are working to promote ECD programs in Pakistan yet, a lot needs to be done. We need to ensure that the possibilities of the world remain open to every child and this could be achieved by providing a safe stimulating environment in early childhood. Today’s children are the future of every nation; they will become tomorrow’s citizens, workers, and parents. So, society, parents and government should invest wisely in ECD initiatives as they play a vital role in preparing the younger generations for a lifetime of productivity and prosperity. Several strategies could be adapted to progress towards the goal of providing healthier learning experiences both at home and in community too. Primarily, parents need to be aware of the concept of ECD and its importance as they control their children’s life. They should be empowered to nurture their child’s development and in absence of professional ECD programs and services, parents could independently be a source of a positive early childhood development for their child by paying attention to young children’s emotional, social, cognitive and health needs. Community, governmental and NGOs could do this through informative programs, advertisements, discussions and parents’ education initiatives. Moreover, society at large needs to be educated about importance and benefits of investing in ECD programs as well. For the purpose of spreading awareness and knowledge, not just amongst parents but also for the society as a whole, media could be beneficial as it reaches out to large number of people at diverse places, belonging to different cultures, in shorter time. Besides, adopting interventions respecting the economic, social and cultural aspects of the community would make it easier for the community people to accept and practice them, ultimately promoting Early Childhood Development. For example, healthcare professionals could support parents to integrate their child-rearing practices with the recent, scientific recommended approaches to bring up their child more efficiently. Additionally, teachers should be empowered and informed about ways to blend the concept of ECD with their teaching learning practices. This could be done through training programs, supervisions, and monitoring children’s development with time. Moreover, community people could be empowered to establish low-cost community based centers in order to enhance the development of the children in the particular community. Apart from community, NGOs and government together could play a vital role in promoting ECD throughout the society. They could join hands and work in partnership to pro vide holistic ECD services to the country. Furthermore, at governmental level, policy initiatives like promoting rich learning environment for young children can provide a basis for their future productivity and success in the society. As highlighted above, low socioeconomic status is one of the factors leading to ineffective childhood development of several children in Pakistan. Therefore, there exists a need to adopt simple, cost-effective measures which could be implemented at home or anywhere to promote a healthier ECD and minimize the negative effects of the economic status. In community, ECD can be best promoted by mother, family especially grandmothers and cousins. Mothers could engage their children in different activities at home like playing with objects, singing poem, showing colorful pictures, making origami or involving children in fruits or vegetable identification. These activities can help in promoting children’s cognitive development. Also, children love to play with their grandparents, who can tell stories to the kids and play with them at free time. The more children listen to people, they improve their own language and vocabulary, so, communication and storytelling can help parents develo p language skills of their children. Moreover, parents could be trained regarding different activities they could plan for their child at home. Besides, physical development of children could be achieved though several ways including provision of proper nutrition. All in all, children’s growth and development should be a primary focus of community as well as government as these young people are the ones who will form the workforce of the country in the near future. To bring about prosperity and success, every individual needs to get active. One should start with his own home; one simple act can create a big effect. It is hoped that a better understanding about the rapidly growing concept of Early Childhood Development can ignite a thought to work for ECD of children at every level possible. Today, when the world is speedily moving ahead, there is a compelling need for the adults to choose and act wisely to create better, competitive and capable individuals within the available, limited resources in Pakistan. Therefore, make a wise decision, support and invest in Early Childhood Development programs to nurture optimal growth and development of the children in our country. References http://www.unicef.org/publications/files/Inequities_in_Early_Childhood_Development_LoRes_PDF_EN_02082012.pdf Download – national scientific council RCC http://www.successdegrees.com/inspirationalquotesaboutearlychildhoodeducationandteaching.html http://www.unicef.org/earlychildhood/index_40748.html http://nowforlater.org/files/2013/03/The-Facts.pdf http://data.worldbank.org/country/pakistan http://tribune.com.pk/story/665437/at-8-6-pakistan-is-among-countries-with-highest-infant-mortality-unicef-report/ http://books.google.com.pk/books?hl=enlr=id=sTuWAgAAQBAJoi=fndpg=PA339dq=physical+development+of+childots=rVCJYirUYrsig=uz_4SqhKfY2mRUI6sVu1E3pHxfo#v=onepageq=physical%20development%20of%20childf=false http://bernard.pitzer.edu/~dmoore/psych199s03articles/bjorklund.pdf

Virtuosity in Othello :: Literary Analysis, Shakespeare,

The character Desdemona in William Shakespeare’s play Othello holds on to her dignified behavior until the very end, when her life is taken by her jealous husband, is indicative not only of her chaste mind, but also of her virtuous fortitude. Women of that time were largely seen mostly one of two extremes – either virtuous or licentious. Desdemona’s strength as a virtuous woman are clearly illustrated in two pivotal scenes in Shakespeare’s play: in her poise when confronted with her husband’s collapse of his gentlemanly facade; and in the dignified way she faces her own demise head-on, feeble on affirmations, yet overflowing with grace. In Act 4, Scene 2, Desdemona proves herself as a lady in her discussion with the evil Iago, who, unbeknownst to her, is the cause of her chagrin. Although she bewails that Othello has called her a whore, she herself does not stoop to insults. Proudly, she declares, â€Å"Unkindness may do much† and, in a moment of disturbing foreshadowing, states â€Å"And his unkindness may defeat my life† (IV.ii. 164-65). Though virtuous to a fault, she remains dignified and affirms, â€Å"I cannot even say ‘whore.’ / It does abhor me now I speak the word; / To do the act that might the addition earn / Not the world’s mass of vanity could make me† (166-69). During the tragic conclusion of the play, in Act 5 scene 2, Othello suffocates his adored Desdemona in the erroneous belief of her infidelity. She nevertheless departs with dignity. She does not wail but instead she merely states: â€Å"O, falsely, falsely murdered!† (130). One is left to wonder if she is referring to herself or to Cassio; regardless, these words are simply matter-of-fact and are not the emotion-driven cries one would normally expect from a person facing her own execution. Through her dying breath, Desdemona states clearly, â€Å"A guiltless death I die† (136). Her mistress Emilia, obviously overcome with emotion, pleads to Desdemona to name the killer, crying, â€Å"Help! Help, ho! Help! O lady, speak again!† (134) and â€Å"O, who hath done this deed?† (137). With a quiet composure on her deathbed, Desdemona cryptically tells Emilia, â€Å"Nobody—I myself. Farewell† (138). Was she a self-loving character who had the ability to love others unconditionally? Or was she a fool who accepted her worldly fate in the belief that, by doing so, she was being righteous? Othello appears to be more of a weak character to succumb to misguided vanity and jealousy than Desdemona in meeting her own end with dignity.

Employee Handbook

Martino Landscape Contractors, Inc. Employee Handbook for Field Personnel TABLE OF CONTENTS INTRODUCTORY STATEMENT 3 MISSION STATEMENT 3 LETTER FROM THE OWNERS 4 PURPOSE OF THIS HANDBOOK NOTICE 5 SUPPLEMENTS/CHANGES 6 DEFINITIONS 6 EXCEPTIONS 6 Section I: EMPLOYMENT Organization Chart 7 Employment-at-Will 7 Equal Employment Opportunity 8 Affirmative Action Plan 8 Immigration Reform & Control Act of 1986 9 Americans With Disabilities Act (ADA) 9 Section II: PERSONNEL STATUS Employment Classifications 10 Tardiness and Absence 11 Personnel Records 12Work Rules and Performance Standards 13 Section V: GENERAL INFORMATION Open Door Policy 26 Injuries/Accidents 26 Sexual Harassment 27 Alcohol, Drugs, and Controlled Substances 29 Prohibited Items 29 Drug Testing 30 Moonlighting (Outside Activities) or Conflict of Interest 32 Personal Credit References 32 Driving Records 33 Personal Loans and Pay Advances 33 Media Relations 34 Use of Company Vehicles, Property, Equipment, Etc. 34 ATTACHMENTS Employee Statement of Acknowledgment Substance Abuse Testing Consent and Release Overtime 24 Disciplinary Form 24Performance Evaluations 25 Job Descriptions 25 INTRODUCTORY STATEMENT Welcome to Martino Landscape Contractors, Inc. This Employee Handbook – Field applies to all employees of Martino Landscape Contractors, Inc. It is intended to provide guidelines and summary information about the company’s personnel policies, procedures, benefits, and rules of conduct. It is important that you read, understand, and become familiar with this Employee Handbook and comply with the standards that have been established. Please talk with your immediate supervisor if you have any questions or need dditional information. The rules set out in this Employee Handbook are as complete as we can reasonably make them. However, they are not necessarily all inclusive because circumstances that we had not anticipated may arise. Some currently unanticipated circumstances may warrant the appl ication of discipline, including termination. In addition, Martino Landscape Contractors, Inc. reserves the right to modify, supplement, rescind, or revise any policy, benefit, or provision from time to time, with or without notice, as it deems necessary or appropriate. MISSION STATEMENTThe following is our mission statement at Martino Landscape Contractors, Inc. Martino Landscape Contractors, Inc. is committed to achieving the highest possible level of total customer satisfaction. Our goal is to make the environment safer and more attractive. All of our associates are dedicated, hard working people that have been equipped and trained to perform work in a correct and safe manner. We are committed to growth, stability, and providing meaningful employment. At Martino Landscape Contractors, Inc, we do the job ‘RIGHT. † LETTER FROM THE OWNERSWelcome to the Martino Landscape Contractors family! This Employee Manual answers some of the important and fundamental questions you m ay have about your employment with Martino Landscape Contractors, Inc. In it, you will find descriptions of Company policies and guidelines related to your employment. Should you have questions about your work here, please do not hesitate to discuss them with your immediate supervisor. We look forward to a long and mutually beneficial relationship. ______________________________ _____________________________ Roberto MartinoPURPOSE OF THIS HANDBOOK This Employee Handbook is intended to be a communications tool to inform employees about the policies, guidelines, benefits, and work practices that affect their employment with Martino Landscape Contractors, Inc. It will help you to understand your responsibilities to Martino Landscape Contractors, Inc. and the Company’s responsibilities to you. This Employee Handbook is not intended to, and should not be interpreted as, creating a contract of employment. While Martino Landscape Contractors, Inc. elieves that one of the best ways t o develop an employee’s trust and confidence in the Company is to perform in a consistent manner, it is important to realize that changes to our daily practices may occasionally be necessary. Therefore, Martino Landscape Contractors, Inc. reserves the right to change, modify, delete, or add to any of the policies and practices listed herein, in accordance with management’s best judgment. We require that you read all of this Employee Handbook carefully. You are also encouraged to take it home to your family so that they can also become familiar with it.You should refer to this manual first when you have any questions. If you still are not certain, please contact your immediate supervisor. NOTICE The policies in this Employee Handbook are to be considered as guidelines. Martino Landscape Contractors, Inc, at its sole option, may change, delete, suspend, and discontinue any part of its policies in this Handbook with or without any prior notice. Any such action shall apply to existing, as well as future, employees, with continued employment being the consideration between the employer and the employee.No one other than the President of Martino Landscape Contractors, Inc. may alter or modify any of the policies in this Employee Handbook. No statement or promise by a supervisor, manager, or department head may be interpreted as a change in policy, nor will it constitute an agreement with an employee. Should any provision in this Employee Handbook be found to be unenforceable and/or invalid, such finding does not invalidate the entire Employee Handbook, but only the subject provision. DEFINITIONS This Employee Handbook deals only with Field personnel.Field personnel include those employees whose work is performed principally in the Field. This includes the following: †¢ County Supervisors †¢ Tractor Operators or Crew Members †¢ Lawn Care Crew Members †¢ Weed Whacker Crew Members This Employee Handbook also covers Field personnel who are brought to the Main Office or the Shop on an as needed or temporary basis . EXCEPTIONS In some cases exceptions can be made to policies listed in this Employee Manual. In most cases exceptions will not be allowed. Only the President can make exceptions to stated Company policies.Exceptions are NOT automatically granted, and very few will be granted. If you request an exception, it is your responsibility to provide justification for the President to grant an exception. SECTION I: EMPLOYMENT ORGANIZATION CHART Martino Landscape Contractors has a formal, functional organization chart. This organization chart demonstrates the â€Å"chain of command† at Martino Landscape Contractors. It is your obligation to know and follow this â€Å"chain of command. † According to this chart, you have only one boss. Your boss is the individual who provides you with all work-related instructions.You should ask this individual, and this individual only, about all work related questions . If, after the conclusion of this discussion, you are not satisfied, let your immediate supervisor know that you would like to discuss this matter with their immediate supervisor. That individual will set the time for such a meeting after discussion with their immediate supervisor (See the Section on â€Å"Open Door Policy. †). You may discuss personal matters with the President, or any member of management, at your mutual convenience without first discussing these types of issues with your immediate supervisor.EMPLOYMENT-AT-WILL Employment is with the mutual consent of you and Martino Landscape Contractors. Consequently, Martino Landscape Contractors have the right to terminate the employment relationship at any time, with or without cause or advance notice. This employment-at-will relationship will remain in effect throughout your employment with Martino Landscape Contractors, unless it is specifically modified by an express written agreement signed by the President of Mar tino Landscape Contractors. All Field employees will have an Introductory Period of a minimum of 60 days.After the successful completion of this period, they may become considered as permanent employees. This employment-at-will relationship may not be modified by any oral or implied agreement. This Employee Handbook does not constitute an employee contract. TARDINESS AND ABSENCE You are part of a team. In most circumstances, the progress and productivity of the job depends on each of its team members acting together. Therefore, it is important that employees work their assigned schedules as consistently as possible.However, Martino Landscape Contractors understands that because of illness or emergency situations you may be unable to come to work. If you are unable to report to work for any reason, you must call in to your immediate supervisor before your scheduled time of arrival with the following information: †¢ If you will be late, you must state why and when you expect to b e in. †¢ If you will be absent, you must state why and how long you expect to be out. If your immediate supervisor has a cell phone, you must call that individual directly.It is your responsibility to keep the Company informed on a daily basis during a short-term absence. Except in the case of an emergency, employees must have their supervisor's permission to leave work before they are regularly scheduled to do so. Being late (tardy) or absent is considered â€Å"excused† only when you call promptly and the tardy or absence is for a compelling reason. The Company reserves the right, at its sole discretion, to determine what constitutes a compelling reason. A tardy or absence for a non-compelling reason, and failing to call in according to company policy, will be considered â€Å"unexcused. Furthermore, the Company recognizes that certain emergency situations would prevent you from giving advance notice. The Company will apply â€Å"the rule of reason† to all such situations Martino Landscape Contractors considers â€Å"unexcused† tardiness and absence to be a serious problem. Consequently, employees who are tardy or absent excessively or show a consistent pattern of absence, whether â€Å"excused† or â€Å"unexcused,† may be subject to disciplinary action, up to and including, possible termination.If you are late for work, or you are absent without an acceptable excuse, more than three (3) times within a year’s period (based on the date of the first occurrence), you will be subject to disciplinary action, up to and including, possible termination. If you do not call in and do not report to work for three (3) consecutive workdays, the Company will consider this to be a voluntarily resignation. WORK RULES AND PERFORMANCE STANDARDS It is not possible to provide a complete listing of every work rule or performance standard.As a result, the following are presented only as examples. You are responsible for understandin g and following these standards and work rules. Employees who do not comply may be subject to disciplinary action, up to and including, possible termination. Job Performance – employees may be disciplined, up to and including, possible termination, for poor job performance, as determined by Martino Landscape Contractors. Some examples of poor job performance are as follows: †¢ Below average or what the Company defines as acceptable level of work quality or quantity; Failure to follow safety requirements and regulations, including the utilization of required safety equipment, clothing, gear, etc. ; †¢ Failure to attain established goals; †¢ Poor attitude, including rudeness, or lack of cooperation – this includes dealings with representatives of customers, vendors, co-workers, representatives of local, State or federal governments, etc. ; †¢ Excessive absenteeism, tardiness, or abuse of meal or break time privileges; †¢ Failure to properly use a nd care for all Company owned or rented equipment and vehicles; Failure to follow instructions or Company policies and procedures; †¢ Failure to perform all job duties, tasks ands responsibilities. Misconduct – employees may also be disciplined, up to and including, possible termination, for misconduct. Some examples of misconduct are as follows: †¢ Insubordination; †¢ â€Å"Badmouthing,† the spreading of rumors, half truths, untruths, etc. of customers, co-workers, vendors, outside professionals, governmental representatives, Martino Landscape Contractors personnel, etc. ; Abuse, misuse, theft, or the unauthorized possession or removal of Company property or the personal property of others; †¢ Falsifying or making a material omission on Company records, reports, or other documents, including payroll, personnel, expense reports, and employment records; †¢ Being rude, disrespectful, using abusive and/or foul language with any client/customer â⠂¬â€œ actual or potential – vendor, co-worker, outside professionals, governmental representatives, competitor of the Company, etc. ; †¢ Divulging confidential Company information to unauthorized persons; Disorderly conduct on Company property – including fighting or attempted bodily injury, or the use of profane, abusive, or threatening language toward others, or possession of a weapon; †¢ Misconduct in company furnished motel rooms; †¢ Violation of any law adversely affecting Martino Landscape Contractors, or conviction in court of any crime which may cause the employee to be regarded as unsuitable for continued employment; †¢ Violation of Martino Landscape Contractors alcohol, drugs, and controlled substances policies; †¢ Violation of Martino Landscape Contractors harassment policies; Violation of safety rules, as may be established by Martino Landscape Contractors †¢ Continuous misuse and/or unauthorized use of any company equipment or property. Attitude – Martino Landscape Contractors strives to be a positive company and to create a positive working environment for its employees and clients. We expect that you will at all times and with all employees, customers, co-workers, vendors, representatives of governmental agencies, outside professionals, etc. only make positive remarks about Martino Landscape Contractors.If you have any complaints they should be handled discreetly with your immediate supervisor. USE of COMPANY VEHICLES, PROPERTY, EQUIPMENT, ETC. Some Martino Landscape Contractors Field personnel are assigned Company vehicles. These are intended for conducting official business ONLY. You should NEVER allow anyone other than a current Company employee, with a valid Driver’s License, to operate a Company vehicle. Also, you should not allow anyone to ride in the vehicle that is not a current Company employee. Violation of this policy may result in disciplinary action, up to and ncluding, termi nation. SECTION II: PERSONNEL STATUS EMPLOYMENT CLASSIFICATIONS Introductory Period: All personnel hired by Martino Landscape Contractors will start off in a minimum 60-day Introductory Period. While classified in this status you are not eligible for any company benefits, unless required by law. The Introductory Period is a time for the Company to get to know its employees and their capabilities. It is also a time for you to get to know the Company and your job tasks and /or duties. Throughout this period we will be evaluating each other.At any point in time during this Introductory Period, the Company or you may decide to terminate the relationship. At the end of the period, your immediate supervisor will conduct a performance evaluation interview with you and will determine your status with Martino Landscape Contractors. This period may be extended beyond the initial 60-day period discussed above. However, throughout this period you are encouraged to discuss your performance and a sk questions of your immediate supervisor regarding all tasks and duties assigned to you. Part-Time Employees:Employees scheduled to work less than 40 hours per week. If the position or job function is to be part-time, you will be notified at the time of your hiring. Seasonal Employees: Employees in non-supervisory, field positions. The length of time that any individual will be needed is dependent on the work volume and specific projects that are performed. Temporary Employees: Employees hired on a temporary basis. This may include the hiring of some individuals during the summer months. It may also include using temporary employment agencies to obtain this additional, short term, help that the Company requires.Hourly: These positions have an hourly wage rate. The individuals in these positions are paid for the actual hours they worked during the pay period. However, under federal law these individuals are paid time-and-a-half for all hours worked above 40 hours in a given pay peri od. Employment of Minors: The Company will not knowingly hire any individual who is considered to be under age for employment in any job classification as defined by State and federal laws. Generally speaking, this is 18 years of age to operate equipment and/or vehicles and 16 years of age for other positions. MEAL PERIODSAll hourly employees who work more than six (6) hours in a given workday will receive an unpaid meal period of 30 minutes. In the field, it is up to you to determine the exact time of this break. You should consider your current location and the time it would take to get to a convenient spot for taking your meal break. Consequently, there is no exact time for taking your meal break on a daily basis. 30 minutes per day will be subtracted from your time sheet. Employees who do not work more than six (6) hours in a workday may not take a meal break without the expressed approval of their immediate supervisor.You are expected to be back at work within 30 minutes after you left for the start of your meal period. Leaving early and/or returning late is considered a serious offense and will lead to disciplinary action, up to and including, possible termination. SECTION IV: COMPENSATION WAGE and SALARY REVIEWS Wage and Salary increases are based upon performance only. Your length of service with the company has nothing to do with being granted a wage or salary increase. Martino Landscape Contractors considers your pay rate, salary, and/or your total compensation package to be highly confidential information.Under no circumstances should any part of your compensation package be discussed with anyone but your immediate supervisor, the Payroll Clerk, the Office Manager, the Controller, and the President. Violation of this policy is considered to be a very serious matter and may subject you to disciplinary action, up to and including, possible termination. WAGE ASSIGNMENTS or GARNISHMENTS On occasion, employees may have Wage Assignments or Garnishments fi led against them. These are legal documents and require that Martino Landscape Contractors deduct a certain amount from your weekly paychecks.The Company will inform you regarding any such Garnishments against your wages as soon as possible after they have been received and processed in the Accounting Department. You will be provided with copies of any documentation that is given to the Company. If you disagree with the Garnishment, then it is your responsibility to handle this matter with the appropriate court and/or institution. The Company has no say whatsoever on these issues. They are strictly legal requirements with which the Company must comply by law. For each assignment or garnishment, the employee will be assessed an Administrative Fee of $3. 0 per transaction. PERFORMANCE EVALUATIONS All Field employees will receive a written performance evaluation annually, based on their anniversary dates. They may be provided more frequently. New employees will receive a written perfor mance evaluation at the conclusion of their 60-day Introductory Period. The purpose of the performance evaluation is to let you know how well you are doing. Written performance evaluations may include commendation for good work, as well as specific recommendations for improvement. You will have the opportunity to discuss your performance evaluation with your immediate supervisor.This is a good time to ask questions and to clarify important points. Performance evaluations help Martino Landscape Contractors make important decisions about job placement, training and development, and pay increases. A satisfactory performance evaluation does not guarantee a salary increase nor does it alter, modify, or amend the at-will employment relationship between you and Martino Landscape Contractors JOB DESCRIPTIONS SECTION III: GENERAL INFORMATION INJURIES/ACCIDENTS All injuries while on company time must be reported as soon as possible to your immediate supervisor.PLEASE, ensure that medical atte ntion is sought first in an emergency. Your supervisor will have a listing of emergency telephone numbers. If you witness or are present when an injury occurs, and the situation so calls, please call for help IMMEDIATELY. Your and your co-workers’ health and well-being are of prime importance. In addition, you are expected to immediately report any and all unsafe situations to your immediate supervisor. SEXUAL HARASSMENT Martino Landscape Contractors are committed to providing a work environment that is free of discrimination and harassment.In keeping with this commitment, Martino Landscape Contractors maintains a strict policy prohibiting harassment, including sexual harassment. Sexual harassment of employees by supervisors, co-workers, customers, representatives of governmental agencies, outside professionals, vendors, etc. is prohibited. Individuals who have been determined to have violated this policy will be disciplined, up to and including, possible termination. Martino Landscape Contractors makes the following commitments to all employees: Examples of sexual harassment include, but are not limited to, the following: Un-welcome sexual flirtations, advances, or propositions; †¢Verbal abuse of a sexual nature; †¢Using explicit or derogatory sexual terms in reference to any employee; †¢Subtle pressure or requests for sexual activities; †¢Unnecessary touching of an individual; †¢Graphic comments about an individual's body; †¢A display in the workplace of sexually suggestive objects or pictures, including, but not limited to, magazines, posters, calendars, photographs, and drawings; †¢Sexually explicit or offensive jokes; †¢Physical assault; Retaliating in ANY way against an employee who has complained of, or reported, sexual harassment or who has participated in the investigation of such conduct. If you believe that you are being, or have been, harassed in any way, you MUST report the facts of the incident or in cidents to your supervisor immediately, without fear of reprisal. If for ANY reason you are uncomfortable talking with this person, or this person is the one whom you believe is guilty of sexual harassment, you should immediately talk with the President. Do not wait to see if the behavior stops.To properly protect all of our employees, customers, vendors, business associates, Martino Landscape Contractors must be notified at the first opportunity. Any accusation brought to the attention of supervision and/or management MUST be brought up the chain of command of the organization or directly to President for investigation. It is a condition of employment at Martino Landscape Contractors that if it is deemed necessary to use an outside arbitrator to resolve any sexual harassment disputes, you hereby accept this condition and agree to abide by the judgment and determinations of this arbitrator.ALCOHOL, DRUGS, AND CONTROLLED SUBSTANCES Martino Landscape Contractors has adopted a policy o n drugs, alcohol, and other prohibited items in order to help insure a safe, healthy, and productive drug-free environment for our employees and others on Company property, to protect Company property and assets, to maintain a favorable public image, and to assure efficient operations.It is the policy of Martino Landscape Contractors to maintain its property and to provide a drug-free working environment that is both safe for our employees, including others having business with the Company, or on Company property, or at work sites where Martino Landscape Contractors is performing work, and conducive to efficient and productive work standards.This policy restricts certain items and substances from being brought to work, being used while working or being present on Company property and/or Company work sites, and prohibits Company employees and all others from, reporting to work, working or being present on Company property and/or Company job sites, whether or not on duty, from having detectable levels or identifiable trace quantities of certain drugs and other substances, and prohibits the unauthorized possession, by employees or others, of property, equipment, materials, supplies, or proprietary information belonging to Martino Landscape Contractors or others. OUTSIDE ACTIVITIES) or CONFLICT of INTEREST Because of the possibility of a conflict of interest, employees are prohibited from holding a position with any competitor, governmental agency, and customer, outside professional entity, or vendor or any business entity working with Martino Landscape Contractors. Therefore, you are required to inform your immediate supervisor if you have any outside employment – with any company or any self-employment venture.Martino Landscape Contractors will be the sole judge as to whether that company or business venture falls into any of these categories. While you are free to have outside employment (a second job), it must not interfere with your ability to perform your duties and responsibilities for Martino Landscape Contractors. in a productive and safe manner. In addition, it must not limit your ability – on a regular basis – to be available for required overtime and/or weekendIn addition, all employees are prohibited from engaging in outside employment, private business, or other activity, which might have an adverse effect on, or create a conflict of interest with, Martino Landscape Contractors and the type of work that the Company performs. DRIVING RECORDS Employees, whose job/position requires the ability to operate a motor vehicle, must present and maintain a valid driver's license and a driving record acceptable to our insurer. You will be asked to submit a copy of your driving record to Martino Landscape Contractors from time to time.Any changes in your driving record must be reported immediately. Failure to do so may result in disciplinary action, up to and including, possible termination. If you are authorized to ope rate a Company vehicle in the course of your assigned work, or if you operate your own vehicle in performing your job, you will be considered completely responsible for any accidents, fines, or traffic violations incurred – other than those imposed on a Company vehicle for being overweight, unsafe, etc.Your immediate supervisor will advise you on what to say and do (and what not to say and do) in the event of a vehicular accident All drivers will be subject to investigation annually by the insurance carrier to verify the status of their driving record and to determine their insurability. Martino Landscape Contractors is not liable for any employee that is turned down for coverage. However, if our insurance carrier will not insure you, then you cannot hold a position that has a requirement for driving a vehicle.ONLY Martino Landscape Contractors employees may operate any vehicle or piece of equipment owned or rented by the Company. PERSONAL LOANS and PAY ADVANCES It is the pol icy of Martino Landscape Contractors, Inc. NOT to enter into any type of loans for any employee. Generally, it is the policy of Martino Landscape Contractors, Inc. NOT to provide a pay advance to any employee. However, under emergency conditions, an exception can be made to this policy. If such an exception is granted, the following conditions apply: 1.For salaried personnel, no pay advance can be made for a sum greater than 50% of salaried employee’s regular or base weekly salary. 2. For hourly employees, no advance can be made for sum greater than 20 hours pay (20 hours times the employee’s hourly wage rate. ). 3. There is a $3. 00 processing fee, per transaction, per week to cover the administrative time and effort involved in this process. 4. All advances granted must be paid back to the Company by the end of the last business paycheck of the year. 5. Employees are eligible for a pay advance only once within each calendar ear. 6. ONLY the Vice President, the Contro ller, or the President may grant exceptions. EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT This is to acknowledge that I have been given information on accessing the website to read and review the Dixie Lawn Service, Inc. â€Å"Employee Handbook† and the â€Å"Safety Manual†. It is the employee's responsibility to read and be aware of Dixie Lawn Service, Inc. policy and procedures that are kept up to date on this website. Printed copies may be available upon request. Employee Signature Date

Romeo And Juliet Essays - English-language Films, Free Essays

Romeo And Juliet Essays - English-language Films, Free Essays Romeo and Juliet Romeo and Juliet is one of Shakespeare's plays about tragedy. It is about two lovers who commit suicide when their feuding famillies prevent them from being together. The play has many characters, each with its own role in keeping the plot line. Some characters have very little to do with the plot but some have the plot revolving around them. Friar Lawrence does not have very much time on stage but the time he does have is crucial to the plot line. Through his words Friar Lawrence demonstrates the he is a good intentioned, yet sometimes short-sighted, man who is not afraid to take risks to help others One of Friar Lawrences most favourable traits is how good intentioned he is. He may do something out of the ordinary if he thinks the outcome will help someone he cares for. For example, when he says "In one respect I'll thy assistant be; for this alliance may so happy prove, to turn your households rancour to pure love."(Act 2, Scene 3), he is saying that the only reason he will marry Romeo and Juliet is because he hopes that the marriage will end the hostilities between the two houses. When he says "Shall Romeo by my letters know our drift, and hither shall he come; and he and I shall watch thy waking, and that very night shall Romeo bear thee to Mantua." (Act 4, Scene 1), he tells Juliet how everything will be all right. Unfortunately, for all his good intentions the play still ends in tragedy. Friar Lawrence is a man who is not afraid to take risks when he feels it is neccesary to help someone. For example in Act 2, Scene 6, when he marries Romeo and Juliet, he is risking his reputation as a Friar so he can help the two lovers. Also, when he says "Take thou this vial, being then in bed, and this distilled liquor drink though off;" (Act 4, Scene 1), he is suggesting that Juliet drink a potion so that she might feighn her own death and avoid marrying Paris. This is an extremely risky thing to do because anything might happen to Juliet while she unconscious. Even after all Friar did to help Romeo and Juliet the play still ended in tragedy because of Friar Lawrences' short sightedness. When the Friar married Romeo Juliet in secrecy, he did not think of all the complications that would arise but instead went on with the marriage because at that time he thought it was the right thing to do. In Act 4, Scene 1, he gave Juliet a sleeping potion without thinking of the possible outcomes of such an outrages plan. He admits that much of the fault of the tragedy lies in his hands when he says "And her I stand both to impeach and purge myself condemned and myself excused", and when he say "Her nurse is privy; and, if aught in this miscarried by myself..." (Act 5, Scene 3). Although Friar Lawrence does not have an especially large role, his role is none the less important. It is because of his good intentions that he was willing to help his friends that Romeo and Juliet were married - a key event in the play. It is because of his willingness to take risks for his friends that Juliet aqquired the sleeping potion - another key event in the play. Finally, it was the shortsightedness of his actions that in part led to the deaths of the two lead characters. This demonstartes that Friar Lawrence was a man who was a man with good intentions who was willing to take risks to help his frieneds. If he had been any other way, the play might not have turned out the way it did.

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Exteded definition of baseball fan What is a baseball fan? The word "fan" is an abbreviation of the word "fanatic," meaning "insane." In the case of baseball fans, the term is very appropriate. They behave insanely, they are insane about baseball trivia, and they are insanely loyal.Certainly the behavior of baseball fans is insane. They wear their official team t-shirts and warm-up jackets to the mall, the store, the classroom, and, if they can get away with it, to work. Then, whenever the team offers a giveaway item, the fans rush out to get the roll-up hat, tote bag, or beer cooler offered that day.In addition, they cover their walls with items of every kind. A baseball fan will have his bedroom walls plastered with posters and ornamented with caps and buttons. When they go to a game, the true baseball fans put on their team colors, grab their pennants, pin on their team buttons, and even bring along hand-lettered bed sheet signs proudly proclaiming "Go Dodgers" or "Braves are Number 1."[Chief Meyers, New York NL (b aseball)] (LOC)At the game, these fans form a rooting section, constantly encouraging their favorite players and obediently echoing every cheer flashed on the electronic scoreboard.Baseball fans, in addition to behaving insanely, are also fascinated by baseball trivia. Every day they turn to the sports page and study last night's statistics. They simply must see who extended his hitting streak and how many strikeouts the winning pitcher recorded. Their bookshelves are crammed full of record books, team yearbooks, and baseball almanacs. They delight in remembering such significant facts as who was the last left-handed third baseman to hit an inning-ending double play in the fifth game of the playoffs.Finally, baseball fans are insanely loyal to the team of their choice. Should the home team's...

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History paper - Essay Example It was this political acumen and leadership that set Lincoln apart from Andrew Johnson, and Ulysses S. Grant. One of the biggest challenges Lincoln faced in the beginning of his presidency was the Southerners’ secession from the Union. The Southerners, who were supporters of slavery, did not trust Lincoln and his policies to stop the expansion of slavery. Lincoln thought that secession was illegal, and he was willing to go to war if necessary, to defend the Union. When South Carolina’s men fired on the Union troops at Fort Sumter, it was the beginning of the Civil War. Lincoln called for 75,000 men to put down the rebellion. In 1860, Lincoln inducted into his cabinet, several of the men against whom he had run for the Republican nomination for president. Lincoln did not have much political experience, so he needed experienced people in his government. He appointed former New York Senator, William H. Seward, as Secretary of State and Salmon P. Chase, a Radical Republican, as Secretary of the Treasury. Later, he nominated Chase to be the Chief Justice of the United States. Between 1861 and 1865, Lincoln was determined to keep the Union together, and to accomplish this, he nominated the best politicians to his cabinet, even though he disagreed with them on some issues. President Lincoln kept George B. McClellan, an outspoken critic of his administration, in command of the Eastern Army, including Virginia. However, in 1862, McClellan was dismissed from office not because he disliked Lincoln, but because of his failure in the battlefield. He did not pursue the army of Northern Virginia after General Robert E . Lee had surrendered, which could have ended the war in the East. Slavery was one of the most controversial issues during Lincoln’s presidency. In a letter written to New York journalist Horace Greeley in 1862, Lincoln wrote that his presidency’s principal goal was to preserve the Union at all

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