Lena Horne Singer, Actress, Activist

From Brooklyn, New York, Lena Horne was raised by her mother, an actress, and then by her paternal grandmother, Cora Calhoun Horne, who took Lena to the NAACP, the Urban League and the Ethical Culture Society, all centers in that time of activism. Cora Calhoun Horne sent Lena to the Ethical Culture school in New York.   Lena Hornes father, Teddy Horne, was a gambler who left his wife and daughter. Cora Calhoun Hornes roots were in the family Lena Hornes daughter, Gail Lumet Buckley, has chronicled in her book The Black Calhouns. These well-educated bourgeois African Americans were descended from a nephew of secessionist vice president John C. Calhoun.   (Buckley also chronicles the familys history in her 1986 book,  The Hornes.) At age 16 Lena began working at Harlems Cotton Club, first as a dancer, then in the chorus and later as a solo singer. She began singing with orchestras, and, while singing with Charlie Barnets (white) orchestra, she was discovered. From there she began playing clubs in Greenwich Village and then performed at Carnegie Hall. Beginning in 1942 Lena Horne appeared in films, broadening her career to include movies, Broadway and recordings. She was honored with many awards for her lifetime of success. In Hollywood, her contract was with MGM studios. She was included in films as a singer and dancer, and was featured for her beauty.   But her roles were limited by the studios decision to have her parts edited out when the films were shown in the segregated South.   Her stardom was rooted in two 1943 musical films,  Stormy Weather  and  Cabin in the Sky.  She continued to appear in roles as a singer and dancer through the 1940s.   Lena Hornes signature song, from the  1943 film of the same name, is Stormy Weather. She sings it twice in the film. The first time, its presented with an earthiness and innocence.   At the end, its a song about loss and despair. During World War II she toured first with the USO; she quickly grew weary of the racism she faced and began touring black camps only. She was a favorite of African American soldiers. Lena Horne was married to Louis J. Jones from 1937 until they divorced in 1944. They had two children, Gail and Edwin. Later she was married to Lennie Hayton from 1947 to his death in 1971, though separated after the early 1960s.   When she first married him, a white Jewish music director, they kept the marriage secret for three years. In the 1950s, her association with Paul Robeson led to her being denounced as a communist. She spent time in Europe where she was received well.   By 1963, she was able to meet with Robert F. Kennedy, at the request of James Baldwin, to discuss racial issues. She was part of the 1963 March on Washington. Lena Horne published her memoirs in 1950 as In Person and in 1965 as Lena. In the 1960s, Lena Horne recorded music, sang in nightclubs, and appeared on television. In the 1970s she continued to sing and appeared in the 1978 film  The Wiz, an African American version of  The Wizard of Oz. In the early 1980s, she toured in the United States and London. After the mid-1990s she rarely appeared, and she died in 2010. Filmography 1938 - The Duke Is Tops1940 - Harlem On Parade1941 - Panama Hattie1942 - G.I. Jubilee1943 - Cabin In The Sky1943 - Stormy Weather1943 - The Duke Is Tops1945 - Harlem Hot Shots1944 - Boogie Woogie Dream1944 - Hi-De-Ho Holiday1944 - My New Gown1946 - Jivin The Blues1946 - Mantan Messes Up1946 - Till the Clouds Roll By1950 - Duchess of Idaho1956 - Meet Me in Las Vegas1969 - Death of a Gunfighter1978 - The Wiz!1994 - Thats Entertainment III1994 - An Evening with Lena Horne Fast Facts   Known for:  both being limited by and transcending racial boundaries in the entertainment industry. Stormy Weather was her signature song. Occupation:  singer, actressDates:  June 30, 1917 - May 9, 2010 Also known as: Lena Mary Calhoun Horne Places:  New York, Harlem, United States Honorary degrees:  Howard University, Spelman College

Pros and Cons of the Exclusionary Rule - 1538 Words

ARGUMENTS IN SUPPORT OF THE EXCLUSIONARY RULE Among the arguments in support of the exclusionary rule4 by its proponents are the following: 1. It deters violations of constitutional rights by police and prosecutors. A number of studies and testimonies by police officers support this contention. 2. It manifests society’s refusal to convict lawbreakers by relying on official lawlessness—a clear demonstration of our commitment to the rule of law that states that no person, not even a law enforcement official, is above the law. 3. It results in the freeing of the guilty in a relatively small proportion of cases. A 1978 study by the General Accounting Office found that, of 2,804 cases in which defendants were likely to file a motion to†¦show more content†¦Among the proposals are the following: _ An independent review board in the executive branch. This proposal envisions a review board composed of nonpolice personnel to review allegations of violations of constitutional rights by the police. The problem with this alternative is that police oppose it because it singles them out among public officials for differential treatment. Moreover, outsiders are viewed by the police as unlikely to be able to understand the difficulties and dangers inherent in police work. _ A civil tort action against the government. This would mean filing an action seeking damages from the government for acts of its officers. It poses real difficulty for the plaintiff, who would have to shoulder the financial cost of the litigation. Most defendants do not have the resources to finance a civil case, particularly after a criminal trial. Low damages awards against police officers usually discourage the filing of civil tort actions except in egregious cases. _ A hearing separate from the main criminal trial but before the same judge or jury. The purpose of the hearing is to determine if, in fact, the officer behaved illegally in obtaining the evidence used during the trial and, if so, to impose the necessary sanctions on the officer. Although this is the least expensive and most expedient alternative, its effectiveness is questionable. If the violation is slight, theShow MoreRelatedPros And Cons Of The Exclusionary Rule1017 Words   |  5 Pagesthe one that we will be d iscussing in this paper is the exclusionary rule. It is the introduction of a good evidence, that it is obtained by a bad law enforcement, is most common in the United State than other countries legal system. To put it in other words, the exclusionary rule is controversial. Therefore, many experts say that it sets criminals free on minor points. In this paper, I will speak about the pros and cons of the exclusionary rule, how it is effecting the criminal justice system of theRead MoreExclusionary Rule Pros and Cons1951 Words   |  8 PagesThe reason we have rules in life are simple, to keep order when there is chaos and to guide our behavior in a way that is acceptable by society’s standards. The reason we have laws and procedures to carry out those laws are simple as well, to keep the government from infringing on its citizen’s constitutional rights. If the government was to rid itself of the exclusionary rule, then it has the potential to be infringing on its citiz ens rights. The government could essentially walk into anyone whoRead MoreThe Evolution of the Exclusionary Rule1733 Words   |  7 Pages The Evolution of the Exclusionary Rule A Historical Analysis And How It Stand Today April Herald Criminal Justice Abstract From historical analysis, this work highlights key cases that have influenced the evolution of the Exclusionary rule and where it stands today. The purpose of this paper is to inform people of the importance of our constitutional rights, especially the fourth amendment when concerning a criminal prosecution. The exclusionary rule is set in place to ensure justiceRead MorePacker s Model Of The Criminal Process3125 Words   |  13 Pagesenforcement agencies possess should be limited to prevent official oppression of the individual. The constitutional rights of the defendant being tried aren t just measly technicalities and the criminal justice authorities should be held accountable to rules, procedures, and guidelines to ensure equality and regularity in the justice process. The criminal justice process should act as its own checks and balances system, which would consist of a series of impediments that act as procedural safeguards whichRead MoreMinimum Tolerance Policies : Zero Tol erance, Zero Education1879 Words   |  8 Pagesbecause the quote says that there is a direct correlation of students suspended are often funneled into the criminal system. Some pros of zero tolerance policies are that suspending and expelling bad children is that because bad children break rules it doesn’t matter what rule was broken or why just that there â€Å"should [be] some type of consequence† (Morin, The Pros and Cons of Zero Tolerance Policies). Which that would be relevant and would work if the things students did were extremely bad like bringingRead MoreSearch and Seizure Essay2432 Words   |  10 Pagesa crime has been or is being committed with probable cause a warrantless search may be conducted. Another important part to the fourth amendment is the exclusionary rule. This rule makes it clear that any evidence seized during an illegal search or violation of the fourth amendment not admissible during a criminal trial. The main goal of this rule was to deter police officers from violating suspects constitutional rights. The forth amendment grew from the experience of the colonials dealingRead MoreUse and Application of the Zero Tolerance Policy in American Schools1773 Words   |  8 Pagesto mandate the application of pre-determined consequences of violation of stated rules. These rules may pertain to a number of issues; drugs, bullying, theft, and corporal punishment. This report will review and explore the various uses of the zero tolerance plan and its applications throughout schools in American society. There will be a study on the effectiveness of zero tolerance, an outline of the pros and cons of its usage, an evaluation of a case scenario as it pertains to the utilizationRead MoreDiversity Management1945 Words   |  8 Pagesothers to bring up those subjects, even in the form of complaints. The more open and authentic the dialogues that take place, the easier it becomes to promote change. Search for behaviors of exclusion. Whether exhibited by yourself or others, many exclusionary behaviors are unintentional—or even wellintentioned, such as assuming a working mother would refuse a weekend travel assignment. Constantly seek out and eliminate such behaviors. Create an environment of advantages. Small, unintentional inequalitiesRead MoreDiversity Management1955 Words   |  8 Pagesothers to bring up those subjects, even in the form of complaints. The more open and authentic the dialogues that take place, the easier it becomes to promote change. Search for behaviors of exclusion. Whether exhibited by yourself or others, many exclusionary behaviors are unintentional—or even wellintentioned, such as assuming a working mother would refuse a weekend travel assignment. Constantly seek out and eliminate such behaviors. Create an environment of advantages. Small, unintentional inequalitiesRead MoreStudy Guide5838 Words   |  24 Pagesthe Declaration of Independence and the Constitution? John Locke The writings of John Locke, a British philosopher of the Enlightenment period, had a profound influence on the Founding Fathers. What was the colonists’ primary complaint about the rule of the British Crown? The American colonists’ primary complaint was that they were subject to heavy taxes from the British Crown. Which of the following was a component of the Coercive Acts? Establishment of martial law, the requirement for the

El Greco Essay Research Paper free essay sample

El Greco Essay, Research Paper El Greco was born 1541 and died 1614 in Toledo at age 73. He wasnamed at birth Domeniko # 8217 ; s TheotoKopoulos. He was Born in Candia, the capitalof the island of Crete, off the seashore of Greece. Nothing is certain is known of the first 20 five old ages of El Greco # 8217 ; s life, except that he lived on Crete and became a painter. It is thought from laterevents in his life that El Greco recieved a sound instruction in letters. He camefrom a household of center or upper categories, which could afford to direct their childrento school. He studied under a maestro named Titian and Tentonetto. He was non selftaught. June 6, 1566 is the first record of El Greco # 8217 ; s being as a painter. Onthis twenty-four hours Maistro Menegos Theotokopoulos signed a sale in a lottery ( sale ) for oneof his images. After this point the following record of El Greco was August 18, 1568 inVenice. We will write a custom essay sample on El Greco Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He had gone to venice to develop his endowment as a painter and learn aboutItalian art. He subsequently left Italy or Spain to gain a better sale on pictures. El Greco had a Venetian learner ship and trained him good in diviningthe personalities of his theoretical accounts and had given him a serious attack to hissubjects. He was non the lunatic nor the inordinate original that people havethought him to be. He was an enthusiastic colorist. He was fond of unusualtones. He sacrificed everything in his hunt for effects. Despite his errors, ElGreco canonly be considered as a great painter. He ha d an unusual style as thework of a genius. After his arrival in Toledo (July 1577) he formed a relationship with awoman named Jeronima de las Cueuns. He lived with her there after and nevermarried. They had a son named Jorge manuel in 1578. Jorge was trained as apainter and architect and became his father’s partner beginning around 1500. Little is known about El Greco. He made a good income as a painter butwas a poor manage of his finances. He was often in debt. He lived in a largepalace in Toledo owned by the Marquios of Villena. He did not associate with other artists, but with scholars, poets and priests.He worked on treatises concerning the arts of painting. El Greco was known for his quick wit and intelligence, his pride andarrogance. This even led to arguments with customers about the price of hisworks. He created wonderful masterpieces of painting in a style that deserves tobe called original and unconventional. Some thought his paintings were a non realstic stlye and distorted and thatthe figures in them were gaunt and haggard. Some felt he painted modern art, tothe spaniards he was a cultural hero and painted their own national religionsspirit. He will always be known as an old master who spoke in modern work. Hisworks distorted the tones of painting, the human body, and landscape to make allsee what point he was making about a person or a scene he was painting. El Greco is one of the greatest portraitists in the history of painting.

Queensland Parliamentary Library

Question: Discuss about the Queensland Parliamentary Library. Answer: Introduction: Independent contractor is appointed to provide goods and services, and no one give him instructions regarding his services while on the other hand employee receive instructions from his employer about his work. Independent contractor use his own methods and procedure for providing goods and services, but in case of employee methods and procedures are stated by the organization for which he work. Independent contractor does not receive any training from any institution but employee is trained by any particular institution for specific work (Goldsberry, n.d.). In Hollis v Vabu Pty Ltd (2001) 207 CLR 21, High Court held that on the basis of following grounds it was able to conclude that Bicycle courier is an employee: There is no skilled labor provided tobicycle couriers, and they are not able to make any independent career, or to generate any goodwill. Bicycle couriers work is controlled by the Vabu, and they have very control on their procedure of work (Athanasiou, 2011). The main difference between the permanent worker and casual worker is whether worker has been working for the period of more than 12 months or whether worker is working for irregular working hours and less than 12 months. Second difference is contract between casual worker and employer is non-permanent contract (Legal Vision, 2014). Distinction between casual worker and permanent worker is important because it decide the pay scale, working hours, and leave policy, other policies of the organization and employment status of the employee (Fair Work Ombudsman, n.d.). Permanent employee has following rights in an organization: Permanent employee has right to get same pay as other permanent staff. Right to get same or equal benefit packages. Information related to permanent vacancies in an organization. Protection against dismissal. Third party employees are those people who are appointed by organization, agencies, and individual for part time or full time employment but for other person or organization (USF, n.d.). Following are the duties of employees towards employers: Do not breach any term of employment stated in employment contract. Serve faithfully to the employer (Business Dictionary, n.d.). Usually, employees undertake industrial action when dispute between employer and employee is not resolved with negotiation. There are three type of industrial action strike, lock out, and action sort of strike (Nidirect, n.d.). Union plays an important role in workplace by resolving the disputes at workplace, and they area also the voice of employees and they act as bargaining representatives in bargaining negotiations (Fair Work Ombudsman, n.d.) Duties of employer: Provide safe and healthy working environment in an organization. Pay fair salaries to the employees. Does not discriminate between employees. Provide basic facilities at workplace (OHS, n.d.). Mary works in restaurant, but she does not work permanently in restaurant. She works once or twice in a week when someone calls her. She does not join permanently because her children are not well. The lady who owns the restaurant call Mary when business is busy. Casual employees are those employees who does not work for guaranteed hours, work sometime for irregular hours, does not get any type of paid leave or sick leave, and they can end the employment without providing any notice. There is no universal definition for casual employees (Fair Work Ombudsman, n.d.). Casual employees work for irregular hours, and there is no guarantee that they are always available for employer. They are not entitled for benefits which are available to permanent employees, but some benefits are also available to them also. Paid holidays or sick leaves are not available for casual workers but they are entitled for the parental leave. Casual workers get higher pay from permanent workers, and they also get protection for being sacked unfairly under Fair work laws. Casual workers are entitled to: Get higher pay for per hour as compared to full time or part time workers, and this is called casual loading because casual workers are not entitled for the benefit of sick or annual leave. Unpaid community service leaves. They get carers leave which is unpaid for 2 days and 2 days compassionate leave per occasion. Section 106 of Fair Work Act 2009 states that casual employee is not entitled to get base pay rate on compassionate leave. Section further stated that for casual employee compassionate leave is unpaid leave. Casual Employment and the Industrial Relations Act Amendment Bill 2001of Queensland states the following changes: Protection provided to casual employees from dismissal on the basis of discriminatory grounds or fulfilling family responsibility. Now casual employees have access to unpaid parental leave or carers leave after one year of their services (Queensland Parliament, n.d.). Casual employee is completely different from full time or part time employee on the following basis: Under Fair Work Act part time employer and full time employer gets protection from unfair dismissal, and they are to able challenge such dismissal but casual workers are not able to challenge unfair dismissal. Usually, casual workers have no right to challenge the decision of dismissal even if they believe that dismissal is harsh, rude and unfair. Casual workers has right to challenge the unfair dismissal if they are covered under employment agreement or any modern award. Casual employees who has been employed by the organization on regular and continuous basis has right to bring claim against the unfair dismissal. It must be noted that if casual employee wants to claim against unfair dismissal then casual employee must be employed for the period of 6 months and that organization must have more than 15 employees or in case of small business at least for the period of 12 months. We can understand this with the help of case law that is Williams v MacMahon Mining Services Pty Ltd [2010] FCA 1321. In this case, court held that any type of work choice did not contain definition of casual but this word is attracted by the common law or irregular engagement of employee at workplace. This case law focus on the meaning of regular and systematic employment requirements under the fair work act, and it also sates the further factors to determine regular and systematic work. Court also stated that if working hours of an employee are small and the working days are irregular then court required further proof to decide whether person is casual employee or regular employee. Therefore, if employee has proof of more working hours and regular employment in the organization then he can be considered as regular employee, and if employee has proof that his casual work hours are more than full time work hours because of work load then he can used it as proof that there is regular and systematic work. So we can conclude that casual employees have right to challenge the unfair dismissal of employee (Find law, n.d.). In the present case, Mary works for small working hours and her working days are not regular which shows that there is no regular and systematic working. Therefore, Mary is an casual employee of the restaurant. Whether Notting Hill Business Pty Ltd is liable for the overpayment made by Tom, and also explains the position of Notting Hill Business Pty Ltd in this case? Many companies hire people through third party and it becomes trend now. Companies hire from third parties and saving their time and money that spend in recruiting process. Companies which act as a third party charge extra amount from the employer for the continues flow of workers. Third party hiring is a good and successful concept and there is no harm in it because employees get project in different company when first company project is over. Third parties employers are those agencies, organizations or individuals which recruit candidates for temporary or permanent employment opportunities but not for their own need. Third party employer includes those agencies which recruit people either for profit or for not for profit, and it also includes those agencies also which provide information of people to employers for the purpose of recruitment (APESMA, n.d.). In number of cases agencies, organizations providing staffing services, outsourcing contractors and other leasing firms will be treated as employers. However, these organizations recruit people for the other organizations then third-party professional conduct principles shall apply on these organizations. Vicarious liability: such organizations which provide such facility are the ultimate employer of the employee. Therefore, organizations are liable for the acts of their employees. Notting Hill Business Pty Ltd recruit experienced people for working in their office and also work in any other office at shorter notice. Employees who work in Notting Hill Business Pty Ltd can do anything in the office such as general and pay roll duties, working on reception and administration work. For providing these services Notting Hill Business Pty Ltd charges as per hour rate from the organizations that avail these services. When they go in other organization then they have to follow the instructions of those organizations in which they are recruiting. Every worker who goes out to other businesses has to dress professionally, be respectful and act properly. Any problems or issues have to be reported back to Notting Hill Business Pty Ltd. Tom who is working with Notting Hill Business Pty Ltd goes in another business organization. Tom is an expert in calculating an employees pay. He goes for a period of two days and he is told that he has to work under the direction of the company Accountant. Later Tom over pay to some employees and employees withdraw their money after it has been paid into the bank. One of the employees who have been overpaid disappears. In the present case, Notting Hill Business Pty Ltd is the actual employer off the Tom and they are liable for the act of Ton because any organizations which provide such facility are the ultimate employer of the employee. Therefore, organizations are liable for the acts of their employees. It was also held that agencies, organizations providing staffing services, outsourcing contractors and other leasing firms will be treated as employers. However, these organizations recruit people for the other organizations then third-party professional conduct principles shall apply on these organizations. Notting Hill Business Pty Ltd is vicarious liability for the act of Tom because they are ultimate employer of the Tom but In this Tom has to follow the instructions of the company in which he get appointment which means that Notting Hill Business Pty Ltd is not liable for the acts of Tom. Notting Hill Business Pty Ltd is the ultimate employer of the Tom but he is not liable for the act of Tom. References: Goldsberry, C. R. Differences between Employees and Independent Contractor. Retrieved on 2th December 2016 from: https://www.mdc.edu/hr/Operations/AFS/DifferencesBWIndepContAndEmployees.pdf. Athanasiou, A. (2011). Contractor or Employee? - The High Court Decision in Hollis v Vabu. Retrieved on 2th December 2016 from:https://www.tved.net.au/index.cfm?SimpleDisplay=PaperDisplay.cfmPaperDisplay=https://www.tved.net.au/PublicPapers/October_2001,_Accountants_Education_Channel___Tax,_Contractor_or_Employee____The_High_Court_Decision_in_Hollis_v_Vabu.html. Apesma. Contracting through an agency. Retrieved on 2th December 2016 from: https://www.professionalsaustralia.org.au/contractors-consultants/wp-content/uploads/sites/42/2015/01/Guide-to-Contracting-through-an-Agency-v2.pdf. Legal vision, (2014). What is a casual employee. Retrieved on 2th December 2016 from:https://legalvision.com.au/casual-employee/. Fair Work Ombudsman. Casual, part-time full-time. Retrieved on 2th December 2016 from:https://www.fairwork.gov.au/employee-entitlements/types-of-employees/casual-part-time-and-full-time. Business Dictionary. duties of employees. Retrieved on 2th December 2016 from: https://www.businessdictionary.com/definition/duties-of-employees.html. OHS. Duties of Employers. Retrieved on 2th December 2016 from: https://www.ohsrep.org.au/law-rights/ohs-legislation/the-ohs-act/duties-of-employers. Nidirect. industrial action. Retrieved on 2th December 2016 from: https://www.nidirect.gov.uk/articles/industrial-action. Fair Work Ombudsman. The role of unions. Retrieved on 2th December 2016 from: https://www.fairwork.gov.au/employee-entitlements/industrial-action-and-union-membership/the-role-of-unions. USF. Third Party Employers Policy. Retrieved on 2th December 2016 from: https://www.usf.edu/career-services/employers/third-party-employers-policy.aspx. Fair Work Act 2009 - Sec 106 Queensland Parliament. Queensland Parliamentary Library. Retrieved on 2th December 2016 from: https://www.parliament.qld.gov.au/documents/explore/ResearchPublications/ResearchBriefs/2001/2001032.pdf. Fair Work Ombudsman. Casual employees. Retrieved on 2th December 2016 from: https://www.fairwork.gov.au/employee-entitlements/types-of-employees/casual-part-time-and-full-time/casual-employees. Williams v MacMahon Mining Services Pty Ltd [2010] FCA 1321. Find Law. Casual Employees and Unfair Dismissal Laws. Retrieved on 2th December 2016 from: https://www.findlaw.com.au/articles/4317/casual-employees-and-unfair-dismissal-laws.aspx.