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Thursday, September 6, 2007
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   Thursday, September 6, 2007

DNA Testing in the 21st Century
DNA Testing in the 21st Century
One of the most exciting fields of study for technological advances has been DNA testing. DNA technology has come along way and we have seen it being used on many popular television dramas such as Law & Order, 24, CSI, and many others. Using DNA evidence has become one of the most effective tools for solving crime scenes and punishing the truly guilty. In fact DNA testing can even be used to clear up old crimes committed many years ago! One such case happened to a man who had spent 21 years in jail but was released recently after a DNA trial in which his DNA was not found to match that left at the crime scene. Many other cases similar to this one have also used DNA technology to solve crime.
There is also one technique currently being developed that may boost crime solving statistics tremendously. This technique will also help solve crimes that have been committed many years ago. For example, sometimes DNA from many different people found on one object used to commit the crime may be mixed together and be nearly impossible to tell who committed the actual crime, but a new computer program has been developed which can distinguish each set of DNA and match it to specific people. Therefore, it has become much easier and faster for investigations to be solved. Many crimes have gone unsolved because of the problem that used to exist with matching the correct DNA to the correct person. However with this advance in DNA technology, many old crimes still being investigated will be able to be solved. So if you are one who has committed such a crime and got away with it, don’t get too comfortable, one simple DNA trial will unveil crimes committed many years ago. Results are so accurate that they cannot be refuted in a court of law. Not only will the real person responsible for the crime be punished, but perhaps as in the case above, many innocent people will be freed and be able to live their normal life again thanks to DNA technology.
There are many more applications of DNA research, even those for the most common person. Using human DNA one can even get in touch with his or her roots. I’m sure we have all heard stories of where we “think” our ancestors come from, but if you ever wanted to be completely sure, there is an inexpensive, fast and easy way to find out. Many commercial DNA testing laboratories even have at home kits which you can use to find out this information. Most only require that you take a cheek swab sample, send it in and they will do all the DNA research required to find out your ancestry. They are able to track where your ancestors have lived, where they moved, and what traits and characteristics made them different from others. One woman, who has made a number of trips to Ghana, recently found out that she has roots there by using a home DNA testing kit. She always had felt an impulse to visit the country and even went there on her honey moon, but only recently found out that some of her ancestors are from Ghana. This information brought her much comfort in knowing where she her family came from and to get in touch with her roots. DNA technology therefore can also become a great tool for genealogical work and may be used more and more as people become aware of the many different things they can do using DNA research.
Jason Luke is a Client Account Specialist for 10X Marketing. Go now to GeneTree to find out more on the advances of DNA technology and its applications in today’s world.


Employment Law: What Is All the Fuss About the Age Discrimination Regulations?
Copyright (c) 2006 Ian Mann
The Age Discrimination Regulations came into force on 1 October 2006 and implement the age component of the European Framework Employment Directive. The DTI Regulatory Impact analysis predicts that 8,000 Age Discrimination claims will be brought in the Employment Tribunals per year. Employers need to familiarise themselves with their obligations under the new provisions to avoid costly litigation.
Scope
The Age Discrimination Regulations apply equally to employees of all sizes of companies. As is so often the case, small firms will in some ways be expected to operate their policies as if they had the benefit of a human resources department of a large corporation at their disposal. There are no exclusions for part-time workers and unlike the position in the USA, there are no exclusions for employees below a certain age.
They apply to employees and the self-employed ("workers"), contract workers (such as those provided by third party agencies), adults receiving training or education from employers; further and higher education institutions and adult education programmes; those in work experience and members or an applicant for membership of a trade organisation, including a trade union. Unpaid volunteers are not protected.
Default Retirement Age
However, the Age Discrimination Regulations are nothing to do with the debate on extending the retirement age. In fact, the Age Discrimination Regulations provides for a default retirement age of 65 and excludes employees from claiming age discrimination in respect of forced retirement of those aged 65 and over. Interestingly, this particular limitation only applies only to "employees". Of course, one must remember that even for those employees over 65 a new retirement dismissal procedure must be followed for the dismissal to be fair. A mandatory retirement age for non-employees, even of the age of 65, will have to be "objectively justified".
What Is Unlawful Age Discrimination?
For the purpose of the Age Discrimination Regulations, there are two types of age discrimination: (1) Direct age discrimination; and (2) Indirect age discrimination. A person (A) directly discriminates against another person (B) if on grounds of B's age, A treats B less favourably than he treats or would treat other persons. Indirect Age Discrimination is where A applies to B a provision, criterion or practice which he applies or would apply equally to persons not of the same age group as B, but which puts or would put persons of the same age group as B at a particular disadvantage when compared with other persons, and which actually puts B at that disadvantage. There is also protection for those of a perceived age. If someone is discriminated against because they look too young, or too old, for a particular job, they will be able to complain successfully even if the discriminator is wrong about their actual age.
The distinctive feature of the Age Discrimination Regulations is that direct, as well as indirect, discrimination will be capable of being "objectively justified", and the same test will apply to both forms of discrimination.
How Does One Objectively Justify Age Discrimination?
The Age Discrimination Regulations are new and there is not yet a body of UK case law, but it is highly unlikely that the high costs of employing older people, for example, will be a justification for an employer that would allow him to discriminate on the basis of age. It is further highly unlikely that customer preference will be a legitimate aim allowing employers to discriminate on the grounds of age. In other words justification for age discrimination cannot be related to age discrimination itself. The DTI have given the following example: "A retailer of trendy fashion items wants to employ young shop assistants because it believes that this will contribute to its aim of targeting young buyers. Trying to attract a young target group will not be a legitimate aim, because this has an age-discriminatory aspect." There is also the need to be proportionate. This means that employers must use the least discriminatory measure possible even to achieve a legitimate aim. An employer may have to show why it was proportionate to use directly discriminatory age barriers rather than age neutral potentially indirectly discriminatory policies.
Age-based Harassment
A subjects another person (B) to harassment where, on grounds of age, A engages in unwanted conduct which has the purpose or effect of: (1) violating B's dignity; or (2) creating an intimidating, hostile, degrading, humiliating or offensive environment for B. Harassment will only be regarded as having had the effect of violating the B's dignity or of creating an offensive working environment if it "should reasonably be considered as having that effect". Ageist jokes and teasing may very well create such an environment. Conduct must be "unwanted" by the recipient.
Conclusion
We can see that there are many aspects of human resources and discrimination policy that will have to be fundamentally reviewed in light of the Age Discrimination Regulations.

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Ian Mann - Employment Barrister
http://www.employment-barrister-uk.com
13 King's Bench Walk
Ian Mann was called to the Bar in 2000. He practices in employment disputes representing both employers and employees. His employment practice embraces the full spectrum of Employment Tribunal, High Court and appellate work and covers all areas of employment law, especially discrimination. Ian is able to assist you in the following ways: Provide specialist advice as to a particular legal problem. Represent you or your company in the Employment Tribunal or courts. Advise as to the prospect of success of any litigation. Suggest possible settlement terms if appropriate. Review Human Resources policies. Draft contracts.


Advantages of an Uncontested Divorce versus a Contested Divorce
An uncontested divorce is the only way to go when getting a divorce. For one, you do not need an attorney, the divorce is done in private, and issues can be negotiated 1 on 1. You may need an attorney if you can not make an agreement of every issue you negotiate. Disagreements you should be ready for are the grounds for divorce, payment of family debts, visitation rights, division of the assets of the marriage, child support, alimony, custody of the children, payment of health insurance for the dependent, contribution toward educational expenses, and income tax.
It is important that you negotiate all the issues of the divorce before you file for an uncontested divorce. Uncontested divorces are given an identification number and are considered by the court as an issue that will eventually need trial time in order to resolve problem issues in the divorce. This is because until you two get all the issues of the divorce case negotiated your uncontested divorce is considered a "Contested Divorce".
When all the issues are negotiated you can then stipulate to the court to have the matters heard as an Uncontested Divorce or "no fault divorce" matter. The court will then expedite the Hearing then they will hear proof of the agreement of the grounds of the divorce. The proper way to prove the grounds of the divorce is with an Uncontested Divorce form. Id highly recommend you to get your form from legalformsbank.biz for your state's specific up-to-date Uncontested Divorce form. Be aware of sites where you must type in your personal information so they can "generate" your legal form. Not only are you giving someone else your extremely sensitive information that could be used for all kind of identity fraud, your liable to have your money and information taken from hackers who put up legitimate looking sites then disappear off the net without ever giving you your Uncontested Divorce form.
Nicholas Fagan is proud to be an author of http://LegalFormsBank.biz providing information for legal do-it-yourselfers. We provide your state's specific, do-it-yourself, printable Uncontested Divorce form. Download your state's Uncontested Divorce form for only $7.95