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By James C Sunless tanning products are not the same as they were a decad or so ago. You no longer have to worry about orange or blotchy skin. The bronzers of the past have been replaced with lotions and sprays that actually chemically react with your skin giving you a natural looking tan. But how exactly do they work. Today’s tanning lotions and sprays use a chemical called Dihydroxyacetone or DHA for short. DHA is a sugar that will react with amino acids. The dead cells on your skins surface contain amino acids and when the DHA reacts with it, it darkens your skin. It is a totally harmless process which is easier to control than bronzers of the past. You can control how dark of a tan you get by applying more or less of the product. The only drawback of these sunless tanning lotions and sprays is that they have a relatively short life. Because your body is constantly shedding the dead skin cells on your skins surface, you will have to reapply the tanner often. You should use some caution when using sunless tanners. Remember that unlike a regular tan from a tanning bed they will not protect you from sun exposure. Use sun screen just as if you had no tan at all. Also, you should test the tanner on a hidden part of your body before applying it over all of your skin. Everyone’s body is different and you do not know exactly how yours will react. So before you go bake yourself in the sun, consider the other alternatives. You might thank yourself in ten years for the damage you didn’t cause your skin. James C operates the Tanning Salon Directory. Article Source: http://EzineArticles.com/?expert=James_C http://EzineArticles.com/?How-Sunless-Tanning-Products-Work&id=250198 mpg inflated pussy
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By Rosanna Cooper Good News for Employers wishing to change the terms of employment of employees, however, employers must still take care. In Scott & Co v Richardson [2005], the Dependant, Mr Richardson, who worked for a Scottish firm of debt collectors, refused to accept his new terms of employment which required him to visit defaulting debtors during the evenings. Mr Richardson agreed to work evenings but only if this would continue to attract overtime payments as had previously been the case. Scott & Co tried for seven months to persuade Mr Richardson to change his mind but he refused, finally issuing an ultimatum that his employer should either accept his position or dismiss him. They chose to dismiss him. At first instance, Scott & Co claimed that the change in working conditions was required to bring the company into line with new market practices and to allow them to plan work more cheaply and effectively. Mr Richardson argued that Scott & Co had failed to prove that there were advantages to the new working arrangements and that the real reason for the changes was to save money in overtime payments. Mr Richardson succeeded in his claim for unfair dismissal and the Employment Tribunal held that it did not appear that the imposition of the shift system was of such discernible advantage that the only reasonable thing to do was to terminate the employee’s contract unless he would agree to the new arrangement. On appeal the EAT overturned this decision and held that:- A Tribunal should not ’second guess’ an employer’s business decision;
A Tribunal should evaluate whether dismissal was due to the employer’s reasonable belief that the contract changes had advantages; and
The employer did not need to prove that those advantages objectively exist.
This is good news for employers who can rely on the principle that the tribunal must respect their commercial decisions in assessing whether a fair reason for dismissal has been shown. However this must be tempered by another EAT decision in Forshaw and others v Archcraft Limited [2005], where the EAT relied on its own assessment that the clause in question was unreasonable and found that the dismissal was unfair. In Forshaw the EAT said that while the tribunal generally will not re-open the commercial decisions of an employer’s management, however, a reason which is genuinely held but is trivial or unworthy or whimsical will mean that the dismissal is unfair. Comment: Provided that care is taken, changes to employment terms which are supported by sound commercial reasons will be acceptable under the law.
If you require further information contact us. Email: enquiries@rtcoopers.com RT COOPERS, 2005. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances. Employment solicitors, employment law, employment lawyers, employment law firm, redundancies, unfair dismissals, breach of contract, workplace disputes, TUPE Transfers, drafting employment contracts, grievance procedures, disciplinary procedures, maternity rights,discrimination, employment Disputes, suspensions, wrongful dismissal,equal pay, media copyright. Contact us at enquiries@rtcoopers.com or visit our website at http://www.rtcoopers.com Article Source: http://EzineArticles.com/?expert=Rosanna_Cooper http://EzineArticles.com/?Employment-Law:-Unfair-Dismissal—Employer-Succeeded-in-Changing-Terms-of-Employment&id=64227 buy zithromax oral suspension
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