Business and Employment Law - Free Essay Example

Sample details Pages: 9 Words: 2849 Downloads: 7 Date added: 2017/06/26 Category Business Essay Type Cause and effect essay Tags: Employment Essay Did you like this example? End of Chapter Questions à ¢Ã¢â€š ¬Ã¢â‚¬Å" Business and Employment Law Week One Page 32, question 5: Is the hospital correct? What additional information might you wish to know to answer this question? The classification of an employee and independent contractor is brought up in the case of Wojewski versus Rapid City Regional Hospital Inc. (Bennett-Alexander Hartman, 2012). The text defines an independent contractor as a person who contracts with a business to perform a specific task, but has complete control over how the process is completed. The business has little to no input over the procedures an independent contractor uses to complete their work. In most cases, the liability lies with the independent contractor, not the business if a claim is made (Bennett-Alexander Hartman, 2012). An independent contractor is also typically paid in a lump sum by the job and is responsible for paying all related taxes (Bennett-Alexander Hartman, 2012). Unlike an independent contractor, an employer has a lot more control over an employee. Employees typically receive a great deal more instruction on how to complete tasks related to their jobs, have specific work hours, completes work at the employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s business location, use equipment provided by the employer, and is paid by the hour, week, or month (Bennett-Alexander Hartman, 2012). The employer is responsible for withholding and paying Social Security, IRS federal income, and state taxes as well as federal unemployment compensation (Bennett-Alexander Hartman, 2012). An employer will most likely offer benefits to employees such as paid time off, 401K retirement plans, and medical and dental insurance, all of which are not offered to independent contractors (Bennett-Alexander Hartman, 2012). The text references several tests that are used to define an employee and independent contractor which include the common-law agency test, IRS 20-factor analysis, and the economic real ities test (Bennett-Alexander Hartman, 2012). The initial conclusion based on the information provided in the text is that the hospital is not correct in claiming that Wojewski is an independent contractor. The information provided points to several factors that indicate Wojewski is an employee of the hospital. Once of the main factors in concluding that he is an employee is the amount of control the hospital had over his work. The hospital required that his work be supervised by another doctor. Wojewski was also required to attend mandatory therapy sessions, submit to competency tests, take only prescribed medication, agree to random drug testing, and take required vacations (Bennett-Alexander Hartman, 2012). If Wojewski was indeed an independent contractor, the hospital would not be able to impose these types of restrictions on his work. This conclusion is also supported by several factors listed on the IRS 20-factor analysis including instructions, work performed on employer à ¢Ã¢â€š ¬Ã¢â€ž ¢s premises, furnishing of tools and materials, oral or written reports, and right to discharge (Bennett-Alexander Hartman, 2012). Wojewski should be able to move forward with his claim of disability discrimination, as long as bipolar disorder is covered under the Americans with Disabilities Act. However, the initial conclusion is proved false after reading the case file. The file provided additional information such as Wojewski leased separate office space and hired, paid and maintained his own staff of administrators, nurses, and physicianà ¢Ã¢â€š ¬Ã¢â€ž ¢s assistants (Wojewski v. Rapid City Regional Hospital Inc, 2006). The additional information also revealed that Dr. Wojewski billed his patients directly and received payments directly from his patients. The hospital had no involvement in billing patients or paying Dr. Wojewskià ¢Ã¢â€š ¬Ã¢â€ž ¢s for his services completed at their facility (Wojewski v. Rapid City Regional Hospital Inc, 2006). The hospital also did not withhold taxes for Wojewski, issue a W-2 or 1099, or provide any benefits such as health or malpractice insurance to the doctor (Wojewski v. Rapid City Regional Hospital Inc, 2006). All of the details included in this additional information correctly points to Dr. Wojewski as being an independent contractor, not an employee of the hospital. The additional information included in the case file also help to clear up the issue of the control the hospital implemented over Wojewski. It was this control that initially classified him as an employee. The case file clarified that the control placed on Dr. Wojewski was personal control, not control over how he completed his work (Wojewski v. Rapid City Regional Hospital Inc, 2006). The hospital had the right to impose personal controls over Dr. Wojewski in order to safeguard patient safety and avoid liability in the instance of a lawsuit. Wojewski still had full control over the way he worked and performed operations (Wojewski v. Rapid City Regional Hospital Inc, 2006). Dr. Wojewski, as an independent contractor, is not able to make a claim of disability discrimination under the Americans with Disabilities Act because he is not an employee of the hospital. The following additional information would have been helpful in answering the question. Define staff privileges. This would have been helpful to determine if Wojewski received benefits from the hospital. To what extent is bipolar disorder covered under the Americans with Disabilities Act? Describe what is meant by à ¢Ã¢â€š ¬Ã…“acute episodeà ¢Ã¢â€š ¬Ã‚ ? Was a patient seriously injured? Is the hospital considered an agency of the United States government or fully owned by the United States government? This may have changed the outcome of the case. Page 82, question 6: Does the employee have a claim? In the case of Bonidy versus Vail Valley Center for Aesthetic Dentistry, the plaintiff a terminated employee makes a claim against the defendant , the dental company (Bennett-Alexander Hartman, 2012). At-will employment and the Health Care Worker Whistleblower Protection Act need to be explored before making an informed decision. At-will employment is when and an employer and an employee do not have a contractual agreement in place. This arrangement allows either party to end the work relationship at any time, and for almost any reason. An employer is not legally allowed to terminate an employee for discriminatory reasons such as race, gender, religion, national origin, age, or disability (Bennett-Alexander Hartman, 2012). There are a few occasions when at-will employment is superseded or does not apply. For example, if an individual contract or a collective bargaining agreement in place between an employer and employee, the contract or agreement takes priority over at-will employment (Bennett-Alexander Hartman, 2012). Government workers are exempt from at-will employment, instead other rules and regulations regulate the employee/employer relationship at this level (Bennett-Alexander Hartman, 2012). One question that is case brings up is whether the new policy the employer implemented is considered part of an employment contract or not. If the policy is considered a contract, the employee may have a case for her claim. If this is an at-will employment relationship, the employer can fire any of their employees for any reason as long as it is within the law (Bennett-Alexander Hartman, 2012). Another topic to consider in this case is if the new policy implemented is in violation of public policy. Abuses of public policy happen when an employee is fired for refusing to break the law for their employer, exercising a legal right or duty, or reporting violations of acts by the employer (Bennett-Alexander Hartman, 2012). The conclusion based on information provided by the text is that this is an at-will employment situation and the employer was free to let go this employee without further explanation. There were no infringements of public policy because the new rule stating employees cannot leave the dental office except to use the restroom is not illegal. The other factor to consider in this case is the Health Care Worker Whistleblower Protection Act. This act guards health care workers from harassment, demotion, and dismissal for filing complaints about the condition of their place of work. The act also protects the employee from retaliation from reporting on inappropriate patient care or harsh business practices (Bennett-Alexander Hartman, 2012). The text points out that Colorado where this case occurred is a state that only offers whistleblower protection to its own state or local government employees (Bennett-Alexander Hartman, 2012). However, it was the husband of the employee, not the employee themselves who was the whistleblower in this case. At first glance it looked as if the employee may have a claim using retaliatory discharge because her employment was terminat ed soon after her husband claimed the office was in violation of state laws (Bennett-Alexander Hartman, 2012). But, it was not the employee who made the complaint, so retaliatory discharge might be hard to prove. The preliminary conclusion based on the information from the text is that the employee does not have a claim because they had an at-will employment relationship with their employer. Although it may seem harsh to dictate that your employees cannot the leave the premises of the business for any reason except to go to the restroom, this is not illegal. The employer was within their legal rights to terminate the employment of their employee without further explanation. The Health Care Whistleblower Protection Act also does not apply in this case because the employer did nothing criminal. The conclusion has changed after reading the full details of the case. The first ruling in this case was awarded to the dental office. The case was appealed and the second ruling went in favor of the plaintiff based on wrongful termination in violation of public policy (Bonidy v. Vail Valley Center for Aesthetic Dentistry, 2010). The employer was in violation of Colorado Wage Order Number 22, when they imposed the new policy. The wage law states, à ¢Ã¢â€š ¬Ã…“Employees shall be entitled to an uninterrupted and à ¢Ã¢â€š ¬Ã‹Å"duty freeà ¢Ã¢â€š ¬Ã¢â€ž ¢ meal period of at least a thirty-minute duration when the scheduled work shift exceeds five hours. Every employer should authorize and permit rest periods, which, insofar as practicable, shall be in the middle of each four (4) hour work period. A compensated ten (10) minute rest period for each four (4) hour or major fractions thereof shall be permitted for all employees.à ¢Ã¢â€š ¬Ã‚  (Bonidy v. Vail Valley Center for Aesthetic Dentistry, 2010). An at-will employment situation was verified between Debbie Bonidy, the employee who was fired and Dr. Harding, her employer. Ultimately, the wage law is considere d public policy, so this allows an at-will employee to bring a claim for unlawful termination (Bonidy v. Vail Valley Center for Aesthetic Dentistry, 2010). It was also revealed that the court concluded that Bonidyà ¢Ã¢â€š ¬Ã¢â€ž ¢s husband acted on her behalf by sending the email in the first place, and Dr. Harding believed this to be true as well (Bonidy v. Vail Valley Center for Aesthetic Dentistry, 2010). Page 127, question 9: Will the court do so? Explain. At first glance, this case seems to have a lot of merit. Laurie falls under many protected classes such as age, gender, and sexual orientation. She is fired from United Airlines at the age of forty. But, after reading the text, the outcome is clear. Yes, the court will dismiss the case on the basis that she does not live in the United States (Bennett-Alexander Hartman, 2012). Laurie is a French national, not a United States citizen, so she is not covered by the U.S. employment protection laws. The Civil Rights Act of 1991 did expand on coverage of Title VII to U.S. citizens working for U.S. companies abroad (Bennett-Alexander Hartman, 2012). Although Laurie does work for a U.S. company, she is not a U.S. citizen and therefore exempt from U.S. laws. As the text points out, if Laurie worked at a United Airlines hub within the U.S. she would be covered and protected by the Civil Rights Act of 1991 and Title VII (Bennett-Alexander Hartman, 2012). However, she may have a claim using French employment laws. An interesting fact uncovered during research on French employment laws states that unlike the United States, France does not practice at-will employment (James, 2012). French law mandates that employers can only terminate employment for two reasons. First, reasons that involve the employee, such as lack of skill or ability to complete work, bad behavior, or not showing up to work for an extended period of time. The second reason is linked to monetary problems experienced by the employer which wil l presumably last into the future (James, 2012). For instance, if the company is forced to downsize in order to stay in business. The original conclusion is proved true when the details of the case are revealed. The claim was dismissed due to the fact that RabÃÆ' ©is a French national and not a United States citizen who was employed by United Airlines outside of the United States (James, 2012). The fact that RabÃÆ' ©had an individual employment contract with United may help her case if she makes a claim in France, who again does not have at-will employment. In order to fire RabÃÆ' ©, United will need to prove that she in violation of the first reason a French employer can fire an employee mentioned in the paragraph above. Page 188, question 7: Who is correct? A polygraph is a device that can detect assumed lies based on biological reactions such as rate and deepness of breathing, heart rate, and perspiration (Bennett-Alexander Hartman, 2012). The accuracy rate has be en found to be between 90-50 percent, which points to the validity of using such tests on employees. The Employee Polygraph Protection Act was created to help guard employees from illegal use of polygraphs in employment situations (Bennett-Alexander Hartman, 2012). The Employee Polygraph Protection Act states that an employer is restricted from doing the following. à ¢Ã¢â€š ¬Ã…“1. Directly or indirectly require, request, suggest, or cause any employee to take or submit to any lie detector test. 2. Use, accept, refer to, or inquire about the results of any lie detector test of any job applicant or current employee. 3. Discharge, discipline, discriminate against, or deny employment or promotion to any prospective or current employee who refuses, declines, or fails to take or submit to a lie detector test or who fails such a test.à ¢Ã¢â€š ¬Ã‚  (Bennett-Alexander Hartman, 2012). There are some exceptions to these rules that include private employers who provide security ser vices as the bulk of their business and federal, state, and local government employees. The stipulation includes private consultants under contract to the Department of Defense (Bennett-Alexander Hartman, 2012). However, there are rules that private employers must follow in order to use polygraphs on their employees. The four rules include: à ¢Ã¢â€š ¬Ã…“1.The test must be administered in connection with a workplace theft or incident investigation. 2. The employee must have had reasonable access to the missing property or loss incurred. 3. The employer must have reasonable suspicion that this particular employee was involved. 4. The employee must have been given written information regarding the basis for the investigation and for the suspicion that she or he is involved.à ¢Ã¢â€š ¬Ã‚  (Bennett-Alexander Hartman, 2012). The first thought given the information provided by the text is that since Transtecs is contracted under the Department of Defense, they are excluded from th e coverage of the Employee Polygraph Protection Act. Transtecs does have a right to use a polygraph to help determine which employee opened the mail because it fits most of the four criteria private employers must utilize in order to perform polygraphs. The only questionable item is if the company provided written notification regarding why they were requesting a polygraph from their employees (Bennett-Alexander Hartman, 2012). But, the view has changed after reading the full details for the case. It turns out that Transtecs is not covered by the exemption status as a government employer because immunity applies only the federal government (Polkey v. Transtecs Corporation, 2005). Transtecs employees were covered under the Under the Employee Polygraph Protection Act because the company is considered a private employer. Another factor in the reversal of opinion is Transtecs not being able to meet all four categories for private employers to be able to use polygraphs on their emplo yees. They did in fact provide written notice to their employees, but the distinction here is that the notice did not include information about the mail incident or the reason for testing each employee (Polkey v. Transtecs Corporation, 2005). The case also reveals a difference between the terms employee and examinee. An examinee is a person who actually agrees to take the test. Only examinees are required by law to receive written notice when a polygraph is being used (Polkey v. Transtecs Corporation, 2005). Transtecs was not required to provide written notice since Polkey declined to take the test. The information also discloses that the company fails to provide adequate details that it meets the requirements of reasonable suspicion. The case notes referenced the following passage. à ¢Ã¢â€š ¬Ã…“Access to the property and potential opportunity, standing alone, cannot constitute reasonable suspicionà ¢Ã¢â€š ¬Ã‚  (Polkey v. Transtecs Corporation, 2005). Therefore, judgment was ma de in favor of the plaintiff, Polkey. References Polkey v. Transtecs Corporation, 04-14949 (United States Court of Appeals, Eleventh Circuit March 29, 2005). Wojewski v. Rapid City Regional Hospital Inc, 05-2952 (United States Court of Appeals, Eighth Circuit June 9, 2006). Bonidy v. Vail Valley Center for Aesthetic Dentistry, 09CA0602 (Colorado Court of Appeals, Div. I March 18, 2010). RabÃÆ' © v. United Airlines Inc., 09-3300 (United States Court of Appeals, Seventh Circuit February 28, 2011). Bennett-Alexander, D. D., Hartman, L. P. (2012). Employment Law for Buisness. New York: McGraw-Hill. James, R. (2012, June 12). https://www.businessweekly.co.uk/export-to/europe/14173-employment-law-guide-france. Retrieved July 20, 2014, from Business Weekly UK: https://www.businessweekly.co.uk/ Don’t waste time! Our writers will create an original "Business and Employment Law" essay for you Create order

Case Law and Forensic Science - 1725 Words

Daubert v. Merrell Dow Pharmaceuticals Case Law and Forensic Science Case Law and Forensic Science The Frye Standard had been the base by which expert testimony was introduced in federal courts until the Supreme Court case of Daubert vs. Merrel Dow Pharmaceuticals in 1993. The Daubert Standard would come to replace the Frye Standard in federal court. Although state would not be held by that standard they would follow suit by looking toward federal case law in decisions involving expert testimony. â€Å"If scientific or technical knowledge will assist the trier of fact to understand the evidence or determine a fact, a witness qualified as an expert by knowledge, skill, experience, training or education, may testify thereto in the†¦show more content†¦In the same sense the concealment of evidence, any form of guilt, of deception would also have the same effect therefore raising a defendant’s blood pressure which supposedly corresponds with the struggle of concealing evidence within the defendants mind. Theoretically if a defendant is telling the truth there should b e no rise in the systolic blood pressure since it is considered spontaneous and does not require conscious effort of concealment. Therefore the test combined with expert witness testimony to assert the or translate and explain the readings was able to help convict the defendant in the case of Frye and the United States setting a standard for the introduction of expert witness testimony (G.J. Annas 1994). The rule for the Frye standard is witnesses that are experts or skilled may present their opinions as admissible evidence in cases whereas an inexperienced person may not have the ability to provide the right judgment in cases involving science, arts or a trade which requires expert or experienced individuals to explain and understand the intricacies of said science, trade or art. Therefore if the question relies on the knowledge of someone who is an expert or experienced in that art, science or trade and is not considered common knowledge then the opinions of those experts are admi ssible as evidence according to the Frye Stand (Cornell University Law School, 2014).Show MoreRelatedHow Does Linguistics Contribute The Legal System Of The United States?1316 Words   |  6 PagesAccording to the Merriam Webster dictionary, a forensic science applies scientific principles to criminal justice pertaining to collecting, examining, and analyzing physical evidence (Merriam). For example, some types of forensic sciences that used during the proceedings of a criminal case are forensic DNA analysts and forensic toxicology. Forensic DNA analysts provide biological information in relation to a specific investigation (Forensic DNA). 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Motivation Essay

Question: Write an Essay on Motivation. Answer: Introduction It is believed that the overall productivity of employees depends on the motivation level of employees. Therefore, it is important that the organizations should develop a culture where employees can work with high productivity levels. The Maslow hierarchy suggests that people can have different needs and likewise the motivation factors could also differ for different employees. The organizational leaders should be able to realize the motivation drivers for employees at different levels. It is correctly said that employees are an organizations best assets and without motivated employees, organizations cannot achieve their overall objectives. The objective of this paper is to analyze and discuss the impact of motivation on organizational effectiveness. Analysis It would be correct to say that communication and leadership play an enormous role in keeping employees motivated and this does affect productivity. As relayed in the textbook, Daft (2013) explains not only does effective communication lead to better bottom-line results, but also managers spend 80 percent of the day in communication with others. It is up to the manager to know what method of communication will offer the clearest understanding. The manager is also responsible for engaging the team and providing a strategic vision that motivates them. By asking questions and seeking clarity managers can not only build trust and critical thinking skills, but they can also get people to accept responsibility for solving problems (Daft, 2013). In recent times, organizations and leaders have realized that it is still easy to manage the team in a local region or small company. Motivating virtual teams is a difficult challenge because every team member has responsibilities but not all team members are invested as others this leaves the members that are truly invested in the team willing to go the extra to pick up any slack. By rotating responsibility for planning and setting goals individuals become more invested in the team. Different approaches work on different people. It is important that a leader must be firm and have conviction, but also flexible to adjust to different situations and personalities. A leader should have many tools at his disposal and pull out the appropriate tool at the appropriate time. The foundation of the leadership is built on relationships between the leaders and the subordinates (Dion, 2012). These relationships are two-way streets with mutual respect and communication that is open and honest; thi s helps establish strong ties between the leader and the subordinates. Virtual teams can optimize their work together by learning how to use a variety of electronic communication media strategically. In an organizational setting, motivation of employees would also depend on the abilities of leaders to keep employees motivated. In recent times, leaders have started to focus on value-based leadership to keep employees motivated. According to Trevio, Brown, and Hartman (2003), it is critical for leaders to have deeply instilled values and beliefs in order to mold organizational culture where employees can have high productivity levels. However, in addition to strong individualized codes of ethics, leaders must utilize an effective communication strategy and rewards system to promote ethical culture among organizational members. Leaders develop context for personnel within the organizational structure by communicating a clear, concise vision of expectations (Schneider, Ehrhart, Macey, 2013). Value based leadership enables leaders to effectively cultivate ethical organizational cultures. Value focused leadership corrects many of the potentially detrimental effects of high-paced commu nication and technology by bringing valued focus to organizational culture and empowering organizations to take ethically correct courses of action even when it would be more profitable to do otherwise (Mody Mody, 2012). It is believed that there has to be some type of structure within an organization and the leadership to enhance the motivating moral of the employees. The leader and manager must believe in his or her team they just as the team has to have their backs he must have theirs. It is believed that this is the path to take to building motivation between within a team, which brings on innovation. In an organizational setting, employees can work with high motivation level only when employees are involved in the organizational planning, stage. Planning would involve more of a management role such as metrics, numbers and graphs. However the leadership and innovation role is just as important. Using innovation to create the necessary motivation to get staff to work to a goal is important (Reidenbach Robin, 2013). This is where leadership and innovation come into play. A leader must be able to understand what makes his/her team go and then be able to execute the plan to achieve that goal. Being able to connect with employees helps to earn employees respect and foster good working relationships. Creating new ways to get to know employees and getting employees to know one another and work better together are innovative ideas to help increase morale and potentially the collaboration from the team members.It is important to keep employees motivated so that they can give their best to the job. When they (employees) are motivated on a personal level, they seem to work harder and are more readily adaptable to change and innovations throughout the business. Plucknette (2014) identifies it is important to engage and motivate them to help achieve personal and business goals, as that is something my organization also teaches. Practicing conscious capitalism is the idea of motivating employees from the inside and naturally developing, the difference being that a corporation looks with in for its decision and motivation of their ethical practices, instead of being pushed to make ethical decision based on external action and therefore being reactive to situations (Legaula, 2012). It is important for organizations and leaders to keep employees motivated so that organization can achieve its goals and objectives. The impact on an organizations management tactics while applying ethics from conscious capitalism is that the management tactics start to impact employees on all levels, customers and society as it drives value, shows that corporations are interdependent and an ever changing system (Legaula, 2012). The impact on these manager tactics is development, training, outlook and decision-making, which can them lead employees to further success within an organization (Legaula, 2012). Conclusion With the above discussion it can be said that motivating the employees and engaging them is most effective when it is done consistently, and not just in times of change. It can be said that the motivation level of employees has a direct impact on organizational effectiveness. The employees can work with 100% commitment and dedication only when they are motivates enough. Therefore, motivation of the employees is a direct driver of organizational productivity. It can be said that organization is the combination of employees and the performance of the organization depends on the individual performance of employees. Therefore, it is important that the employees should be motivated enough to work with high productivity levels. The organization would be able to achieve its short-term and long-term plans only when it has got a consistent support from employees and it can happen only when employees remain motivated towards their job and responsibilities in the organization. References Daft, R. L. (2013). Management (11th ed.). Mason, OH: South-Western Cengage Learning. Dion, M., 2012. Are ethical theories relevant for ethical leadership?.Leadership Organization Development Journal,33(1), pp.4-24. Legault, M.(2012) Conscious Capitalism: Leaders and Organizations with a World View.Integral Leadership Review. 12(2), p1-9 Plucknette, D. (2014). 4 differences between managers and leaders. Plant Engineering, 68(10), 16-18. Mody, M., Mody, M. (2012). Value based leadership and organizational effectiveness.EXCEL International Journal of Multidisciplinary Management Studies,2(12), 216-219. Schneider, B., Ehrhart, M. G., Macey, W. H. (2013). Organizational climate and culture.Annual Review of Psychology,64(1), 361-388. Trevio, L. K., Brown, M., Hartman, L. P. (2003). A qualitative investigation of perceived executive ethical leadership: Perceptions from inside and outside the executive suite.Human Relations,56(1), 5-37. Reidenbach, R.E. and Robin, D.P., 2013. Some Initial Steps Toward Improving the Measurement of Ethical Evaluations of Marketing Activities. InCitation Classics from the Journal of Business Ethics(pp. 315-328). Springer Netherlands.

Lovers Dilemma free essay sample

The Lovers Dilemma: We grow, we change, we learn, and we love. For the very habits we fall victim to are indeed the very things that make us uniquely human. The most damning of these habits is undeniably the littermate. The sting of unrequited love weighs heavy on my heart, but it too shall pass. I trust it will. Until then, however, I shall sit in agony, painfully awaiting a belated redress. But, my dear, we cannot wait passively. We must actively seek the tranquility we crave. Its whereabouts are a mystery; One which has evaded philosophers, scientists, and theologies alike. Indeed, I am no exception. I too know not where this mental ease hibernates. He lays quietly, almost tauntingly, undetected by the masses. My heart in his hands, my very being held captive by his grasp. Surely, though, we shouldnt give him this power over us, should we? Ive debated and entertained this personal dialogue ad nauseas, admittedly. We will write a custom essay sample on Lovers Dilemma or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If we withhold our submission, we may never find him. Alternatively, if we succumb to his incessant demands, we may disrupt his slumber, and engage him on our behalf. But, at what expense? At the expense of this brief existence? Life is short, but sweet for certain. But let us to siphon the nectar out prematurely. No, it must sustain us till our bodies corrode, till our pulses slow, and till the burning love we once shared is completely smothered, a forest ablaze stifled and reduced to mere charred, lifeless woodland. But, if this love is extinguished all too abruptly, without reason or logic and long bettor our bodies nave talented, I can conclude only one startling sentiment Maybe our time has come, sooner than we had anticipated. For, Just as the body is sustained by microinstructions, my soul is sustained by love, and without love it will perish. Without his love, it has perished. And this deductive reasoning affirms the looming truth I can no longer evade My time has come. In my absence, I trust the world will remain adrift, navigating the vast universe, spinning with ceaseless persistence, exploring the galaxy with the reckless abandonment and dangerous optimism of a livestock adolescent. For only now do I realize I was not so different from this earth, for Just as her intentions are government by natures unwavering logic, I too was controlled by an equally compelling, but far more conditional governing body His love.