Research Employment Law And Employer-employees Conflicts - 2475 Words

Research Employment Law And Employer-employees Conflicts (Case Study Sample) Content: Employment Laws in ManagementName of StudentInstitutional AffiliationEmployment LawsExecutive SummaryA business or organizational set up has players that make every process a success. Each player is always accredited with specific tasks at various levels of leadership. In most cases, the two principal parties are the employers and employees. In such setups, given the interaction of the different people with different ideologies, sometimes conflicts arise. The conflicts can be employee-employee conflict or employer-employee conflict. This paper is based on the employer-employee conflict that befell a wine importer agency that resulted in the dismissal of four employees at a go in different circumstances without consideration of the Employment termination principles.Des Cole and Sarah Cole co-own a private merchant store that imports and stocks rare but popular brand of wine. The firm has four competent employees led by the manager, Kelly, who has managed to streamline the operations of the business for years. This has made the owners reluctant in visiting the store occasionally given that everything is always in order in their absences. The situation changes when Kelly, the manager, succumbs to injuries at the workplace that forces her to stay in bed and away from work. The Assistant Manager, Graham takes charge, and things begin to go wrong. What follows is a progressive dismissal of all the four employs on different counts.Main Claims against the Employees DismissalConsequentially, each of the fired employees comes with a solicitor who submits the requirement to be met by the firm before firing them. The following are the main claims that arose: Unfair dismissal, Working tie regulations, Constructive dismissal, Sex discrimination, and Breach of Public Interest Disclosure Act.Unfair dismissalAs seen from the case study, Des and Sarah subjects all the four employees; Diane, Ralph, Kelly, and Graham to unfair dismissal. In the UK employment law, u nfair dismissal is one of the commonly breached rules that many employers find themselves answering to in courts. As Selvidge (2006) asserts, every employee that has the qualifying period of service records is not vulnerable to unfair dismissal. The law requires that the employer provides relevant and genuine reasons towards the unfair dismissal. Various categories qualify an unfair dismissal with the prime one being the employees incapability to perform as per the employment terms. Des and Sarah never took into consideration all the categories before opting for the dismissal of the employees; something that would subject them to uncertainties during the court process.Working time RegulationsThe working time regulations are set to help both the employers and employees in managing the time well without straining any of the two parties. It is the standard yard of determining the extent of work and the required number of employees needed to tackle the work within the stipulated period. Without the working time regulations, the employer might tend to frustrate the employees by overworking them. On the other hand, an employee might equally work for short time and demand for higher payment. Therefore, just as Philp and Wheatley (2013) puts it clear, the working time regulations leads to a more established and flexible working approach. Furthermore, it is what has created other methods such as shifts and job sharing as the employers would tend to cope with the 24/7 demand. This is the point of bargain by Ralph against dismissal.Constructive dismissalThe principle of constructive dismissal also applies in this case study and involves the owners of the company and the one Kelly, who succumbs to frustrations originating from her well-played role in the enterprise. Constructive dismissal is all about fundamental violation of the employees rights by the employer through that induces severity feeling that can subject the employee to self-declared dismissal. In this case, t he initial termination statement does not originate from the employer but rather from the employee.Breach of Public Interest Disclosure ActPublic Interest Disclosure Act is a law that requires for the protection of an employee who has come up with a proper information concerning other employees conduct. An employee must be protected at all levels since some information can be so risky and can make ones life insecure. According to Gobert and Punch (2009), the formation of the Public Interest Disclosure Act aims at providing safe environment for the employee who has reported some vital information about others. Similarly, it is not allowed to mention the actual name of the employee who has provided the information.Sex discriminationAs per The Equality Act 2010, sex discrimination is termed as the unlawful mistreatment of an employee by an employer based on the sex. Normally, this has been a big issue of concern on the male employer to female employee context. The same arises especial ly when the other employees of a different sex are treated differently. To Kelly, she has it that she is facing the frustrations simply because she is a woman.The Strengths of Each CaseEven though they never expected anything legal to follow their careless dismissal of employees, Des and Sarah must now come to reality concerning the content of each letter by the various solicitors.Unfair dismissalThe law against unfair dismissal is at hand facing the duo. All the four letters from the four attorneys representing the four employees contains the issue of unfair dismissal. As set out in the UK's Employment Rights Act 1996, for an employees termination to be rated as fair, there must be some categories that apply and can be proved by the employer. To begin with, the employee must have been found to be lacking the qualities to serve in the stated company. The company is already failing in this since the employees had served for long just to show lack of qualification or competence at a l ater time. Therefore, all the dismissed workers have defeated the company on these groundsSecondly, another scenario that can attract an employees fair dismissal is when proved to be having poor attendance, dishonesty, and failure to follow instructions. Again on this, these employees were the best and most compliant. This is evident from the frequency with which the owners of the company could visit their retail shop. Similarly, the dismissed employees are not guilty of the same.Working time RegulationsWorking time regulations is one of the laws that the likes of Des were never aware of. Just as presented by Ralph Blooms solicitor, the employer was not in order by discontinuing his employment. Going by their arguments, the employee was bargaining on facts which are outlined in the Acts of Employment but ended up losing the job despite being factual and right. Ralph is not given a day off weekly as stipulated in the working time regulations.Furthermore, the employer is seen to have gone against the law because after forcing Ralph to take up duties for two consecutive weeks, he ignores what he is required to and does the opposite. As asserted by Dembe (2011), in a situation where the employee has to work even on his free day, possibly due to unavoidable circumstance, the employee should get compensation for the days workedin the form of compensatory rest . The employer, therefore, never considered the compensatory rest which the employee was qualified to access. These show how strong Ralphs solicitor can stand against the employers in the court of law.Constructive dismissalConstructive dismissal is a unique kind of termination of duties whereby the one to be dismissed initiates the dismissal. This always occurs when the employee is fed up with everything and has nothing more to do apart from quitting. However, an occurrence of a constructive dismissal is an automatic assurance of mistreatments within the company Paul and Seeberger (2012). Most human resource s cholars attribute a constructive dismissal to problems from the employers side.Going by Kellys situation, she is already in a sympathetic situation with her car getting vandalized because she spoke to save a situation. To her surprise, even after establishing that the cause of all her misfortunes is in line with the information that she gave, the employers ignores her plea with the strongest possible excuse ever. She feels desolated and hopeless on realizing that the employers cannot appreciate the step she took in unfolding the rightful information but rather leave her in a suffer-alone situation. To her, going away from the firm can yield her some peace and that is why she opts to resign.Breach of Public Interest Disclosure ActThe Employment Rights Act 1996 section 43 B identifies the types of disclosures that qualify for protection. Even in the case of Graham and Jacks conduct of doing their private business within their employers premises qualifies Kelly to receive protection ag ainst that information. Section 43A part 1 says that a qualifying disclosure for protection is one in which the disclosure has proof that a criminal offense has been committed, or is being committed, or is likely to be committed (Gobert Punch 2009).In essence, Kelly needed protection against her disclosure since the employers proved beyond reasonable doubt that the two were engaging in illegal business in his premises. Besides, the culprits themselves admitted having committed the offense. In case the employers would have protected Kelly, without mentioning her name as the one who reported the issue, she would not have suffered what she suffered. However, it is quite sad that...

Bullying in School Should Not be Taken Lightly Essay

Introduction to the problem Life as we know it today is full of many problems. Among all of the problems, bullying is likely to be the most serious and probably the worst. Statistics show that one in seven children in grades K-12 have either been bullied or are a bully. It’s likely that the issue of bullying is most common among teens. It is said that 30% of teens have been involved in bullying, as either the bully or the victim. Bullying is also common in the college and workplaces but it is now where as serious as teen bullying. This bullying is sort of taken lightly, it isn’t really taken seriously. Many school officials try to solve the problem by exploiting the issue and its results to students, but also isn’t taken seriously. Some†¦show more content†¦Also when the targets have difficulty stopping the behavior directly at them and struggle to defend themselves. Many definition’s include a statement about the â€Å"imbalance of power†, described as when the perso n with the bullying behavior has more power, either physically, socially, or emotionally, such as a higher social status, is physically larger or emotionally intimidating. Many definitions indicate that the bullying is â€Å"repeated†, but the reality is that bullying can be circumstantial or chronic. It might be the result of a single situation, such as being the new kid in school, being a new employee in the work place or it might be behavior that has been directed at the individual for a long period of time. It is also important to note that bullying is not just about the implications for those targeted by the behaviors, but that the behavior can impact everyone surrounded including those who witness the behavior or situation and those that engage in the behavior. There are different types of bullying. There is verbal bullying, social bullying, and physical bullying. Verbal bullying is saying or writing mean or hurtful thing. This includes teasing, name calling, inappropr iate sexual comments, black mailing, taunting or threatening to cause harm. Social bullying are sometimes referred to as relational bullying involves hurting someone’s reputation or relationships. ThisShow MoreRelatedBullying Persuasive Essay1247 Words   |  5 Pagesare victims of bullying each year. Bullying is a serious offence and shouldn’t be taken lightly, students around the world should be aware of what bullying does and how it affects the other person. Seventeen percent of American students report bullying two to three times a month or more within a school semester. Bullying has been occurring for years and bullying in schools was one of the first manifestations. 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While Arthur may find his jokes to be funny, Sue Ellen feels as thoughRead MoreCyber Bullying is a Crime Essay examples1326 Words   |  6 PagesMost of us have heard the saying â€Å"sticks and stones may break my bones, but words will never hurt me†. With today’s technology, that saying may no longer hold true. Studies show that in the past five years, online bullying has quadrupled (M. Ross, 3). The technology has given bullies a whole another proposal for their actions; virtual name-calling can have harsh effects on the security of kids and teens in today’s society. An online bully is someone who sends messages via technology, hides behindRead MoreBullying Is A Big Problem982 Words   |  4 PagesBullying Lynette Mather stated that, â€Å"What if the kid you bullied at school grew up, and turned out to be the only surgeon who could save your life?† This quote really spoke to me because it holds a lot of truth in it being that bullying or being bullied sticks with you forever whether or not you apologized for what you did back in your school days or not, those words and actions scar people forever and it is something that will remain with them for the rest of their lives. We are often blind toRead MoreCyber Bullying Essay884 Words   |  4 Pages Bullying has increased over the past few years. Every bully has their own motive and reason behind their actions. Bullying could either be a short term or long term event. There are different ways a person can be bullied. Through social media, texting/phone, in person, blackmail, in and out of the classroom. The victim can be hurt physically, emotionally, and mentally. The pain someone faces from being bullied often stays with them their whole life. Closing the Racial Discipline Gap in ClassroomsRead MoreBullying And Its Effect On Society1060 Words   |  5 Pagesis bullying? Google’s online dictionary defines bullying as using superior strength or influence to intimidate (someone), typically to force him or her to do what one wants. Many define bullying as physically, mentally, emotionally, and psychologically degrading another living being. Bullying has become a growing issue around the world. The act of bullying can begin with a small eye roll, but within a short period of time it can escalate to abuse. Bullying is an issue that cannot be taken lightlyRead MoreResearch Paper Bullying1634 Words   |  7 PagesStrategies to Prevent Bullying One in five children between the ages of ten and eighteen, have been bullied both inside and outside of school. Government officials, and school administrators, are taking strides to prevent the act of bullying. Laws and anti-bully programs are being passed all over the United States to stop the bullying epidemic. There are bullies all over, torturing children for things such as appearance, sexual orientation, race, personality and much more. Due to these bullies, childrenRead MoreBullying And Its Effects On Children1413 Words   |  6 PagesIntroduction Bullying is considered to be aggressive behavior that is repeated or has the potential to be repeated, over a period of time. The actions of bullying can include spreading rumors, making threats, verbally or physically attacking someone, or purposely isolating someone from a group. As children attempt to make sense of traumatic events, new behavioral problems can stem from re-experienced occurrences. Some children affected may disassociate themselves from the situations and absorb themselves

A Rose For Emily By William Golding - 1207 Words

Throughout many stories, they all have one main subject in common. They all use symbolization to gain the attention of the audience. In the novel, â€Å"A Rose for Emily,† has many different types of symbolizations throughout the novel. There are many different reasons why authors’ use symbolization. Symbolization can be defined as an item that has meaning behind the visual meaning. The item might represent heart break, death, or even love. There is more meaning hidden behind the image that has been expressed. Symbolism can be used in different forms. Usually, it is an item that is representing another to give it a completely different meaning that is much deeper and more significant than it suspects to have. However, many symbol’s†¦show more content†¦After her father’s death Emily was unable to get gentlemen’s attention. It was too late for her to start her own life. Then Homer Barron came into town and Emily fell in love. Her and Homer started to have an intimate relationship. Miss Emily, bought arsenic and killed Homer. The town’s people started to get subspecies because Homer Barron disappeared. The town’s people suspects that Miss Emily has a part in the disappearance of Homer. In conclusion, there was a horrible, disgusting smell that was coming from Miss Emily’s house that caught the town’s peoples’ attention. They found Miss Emily’s body dead, also she died before the town’s people were able to get the taxes that Miss Emily owed. When they open one of the doors to a room, they found the remaining’s of Homer Barron on the bed. One the other side of the bed there was a lump like someone was sleeping there, and they found a grey hair which belonged to Miss Emily on the pillow next to the corpse. Section Two: Symbolization (Rose) One main symbolization in the novel â€Å"A Rose for Emily,† is the rose. Throughout the entire story it never mentions an actual rose for Emily, however, the title of the novel is a huge symbolic. The rose corresponds to the significance of love since

Breastfeeding Is Accepted Globally As One of the Cornerstones

Question: Breastfeeding Is Accepted Globally As One Of The Cornerstones? Answer: Introduction Breastfeeding is accepted globally as one of the cornerstones of postnatal child health and development (Kuhn et al., 2007). There is convincing testimony that breastfeeding is preventive of a myriad health challenges (Kornides Kitsantas, 2013; McDowell, Wang Kennedy-Stephenson, 2008). Various policy documents have been published governments and non-governmental organizations to promote exclusive breastfeeding and after that to breastfeed together with complementary feeding up to two years. One such document is policy directive from the Australian Government titled Breastfeeding in NSW: Promotion, Protection, and Support. The policy was drafted to serve two purposes within the NSW region. The first purpose is to provide a framework targeted at initiating, sponsoring and protecting, safeguarding and upholding breastfeeding. The second purpose is to clarify the duties and responsibilities necessary for coordination of breastfeeding in NSW Healthcare system. The policy also outlines the mandatory requirements necessary to ensure breastfeeding across specific key areas triumphs. There is a section outlining actions that must be undertaken to ensure that every mandatory requirement is met. Assigning various departments, groups or individuals is easier for implementers to guarantee that the policy is effected wholly. Monitoring and surveillance are one of the mandatory requirements of the policy. Without a carefully coordinated monitoring and surveillance plan, it is difficult to keep track of statistics related exclusivity and duration of breastfeeding and more importantly the areas requiring improvement or even resources (DUrso, 2006; Chapman Prez-Escamilla, 2009). In the wisdom of the drafters of the policy, they saw it fit to provide for the use of WHO standards parameters coupled with nationally recognized breastfeeding terminologies. This is crucial in ensuring the accuracy of the data as well as allow for comparisons with other regions. Monitoring and surveillance have six sections that can be distributed to various agencies or individuals for execution. For example, developing a breastfeeding dashboard indicator can be tasked to a few individuals and piloted in various facilities to determine its workability before it is rolled out nationally. In order to realize the full potential of breastfeeding, the policy advocates for the training of healthcare professionals. Healthcare personnel play a fundamental responsibility in delivering health education and support critical in supporting postnatal growth and development of children (Ekstrm, Kylberg Nissen, 2012). It is only through continuous education that updated and relevant knowledge can be passed to the pregnant and lactating women. Healthcare professionals who are adequately trained are confident at their jobs. It has also been proven to be instrumental in addressing barriers related to initiation and maintenance of successful breastfeeding. Training may involve merging of experience and research with peer support group (Hannula, Kaunonen Tarkka, 2008). Some actions have been outlined in the policy to be key to supporting training of healthcare personnel. One such action is the provision of education related to Baby Friendly Hospital Initiatives (BFHI). BFHI is a conce pt that outlines steps that a maternity healthcare facility has to follow to ensure successful initiation and continuity of breastfeeding in the initial six post natal and after that up to around twenty four months. It is a relatively new concept thus requiring training to ensure healthcare professionals are BFHI savvy (Zareai, O'Brien Fallon, 2007). The policys inclusion of breastfeeding friendly environment including workplaces as a priority area is an adequate demonstration of its depth. Exclusive breastfeeding, which needs to last for the first six months of life, has proven to be challenging for the working women. The duration of paid leave of 126 days in Australia falls short of the first six months life by 8 weeks (Whitehouse et al., 2006; Pincombe et al., 2008; Hewitt, Strazdins Martin, 2017). The policy explicitly advocates for breastfeeding friendly working environments. The benefits that can be ripped from such an undertaking can have far-reaching implications for both the employee and employer. To the employer, breastfeeding friendly environments can be instrumental in ensuring workforce retention and reducing absenteeism and employee turnover. To the employee, a calm and friendly environment translates to reduced stress and adequate care for the growing child. Of the many supportive actions outlined, participating i n talks about ABA Breastfeeding Friendly Workplace Accreditation of all Local Health Districts is instrumental to ensuring that employers take part in the noble course with full knowledge. Reason for choosing policy Advocating for monitoring and surveillance, training of healthcare professionals and inclusion breastfeeding friendly environment and many other mandatory requirements makes the policy an appealing document to analyze. I chose this policy because of immense potential in impacting lives positively, both in the short and long terms. I have a keen interest in studying its implementation at the facility level and document any challenges unique to facilities and how they are being addressed. Policy Summary In summary, the policy aims at promoting, protecting and supporting frameworks to form the basis for ensuring breastfeeding, where possible, is not interrupted. The primary aims center on a number of mandatory requirements, with each split to actions that needed to be done by the Department and Local Health Districts not later than 2015. The actions can be split into executable activities during the implantation stage. Understanding of policy issues Childcare touches everyones live both directly and indirectly. When childcare practices (including breastfeeding) are carried out properly, there can be far-reaching implications. It is difficult for individuals to establish a linkage between simple actions such as proper breastfeeding to legal, economic, social and political goings on around the world. In this section, we shall explore the legal, economic, social and political implications of the policy in the Australian and even the global context. Political Context National budgetary allocations are influenced by political decisions ad prioritization. The policy provides a framework to ease implementation glitches at the national level within the context of the national level. There are many other parameters and documents that were taken into consideration as potential supporters of the current policy including BFHI, Maternal Health and Infant service and Aborigines and Health seeking behaviors among others. All these parameters have an attachment to the national and global politics in various ways. The evidence that public health interventions require high-level support is overwhelming. It means that without the support of the political leadership, leadership within the healthcare and throughout the chain of command to the lowest unit of organization, the policy is just another piece of paper. From the topmost leadership to the implementing healthcare professionals on the ground is a long list of stakeholders who make various decisions and even implement them; this requires collaboration, cooperation and complementation in various capacities. The policy puts emphasis collaboration between NSW Health and stakeholders with similar goals. Economic Context Breastfeeding can have tremendous economic implications to the infant, mother, and society at large. Studies indicate that breastfed infants thrive both physically and mentally into adulthood. In addition, there are reduced instances of childhood illnesses among breastfed infants. The milk if free and therefore the mother does not need to pay to feed the infant. Other benefits related to breastfeeding include prolonged postpartum anovulation, reduces maternal stress, reduced risk of cancer and cardiovascular diseases to the mother. Medical treatment of such diseases cost a lot of money. To the society, having a physically and mentally stable workforce translates to high output per an employee. Despite these benefits, the policy is not clear on how to educate society about all these benefits to ensure each stakeholders efforts, no matter how infinitesimal, is harnessed. Nonetheless, there is dotted compensation of economic of the economic context of the policy by talking about BFHI an d support from the highest level of governance. With BFHI in place, mothers can be more relaxed impacting on employee turnover positively. BFHI has also been implicated in retaining of talent and boosting employee morale. Legal Context The global business environment presented challenges that needed to be addressed legally (Aguayo, Ross, Kanon Ouedraogo, 2003). NSW Health is under the obligation of the law to comply with the World Health Organisations ethics on Global Marketing of Breast Milk Substitutes (BMS). The policy stipulates an avenue that can support staff to notify the advisory committee of any breaches by the manufacturers and any dealers of BMS. NSW Health created a complaint form that can be filled and mailed to the advisory panel. In addition, the NSW Health provides guidelines for the healthcare practitioners to follow when launching a complaint against all BMS handlers; from manufacturing to selling. Social Context The policy recognizes the need social support to ensure that the policy meets its goals. The community plays an integral role in shaping peoples perception and flow and interpretation of information. For that reason, the NSW Breastfeeding policy sought to offer adequate support to breastfeeding mothers with regards to lessening the intricacies related to access and referrals from and from maternity, neonatal and pediatric health services at the community level. Some of key areas of interest include support from professionals, peer support groups and creation and maintaining social networks that promote cohesiveness between pregnant and/or lactating mothers. Appointing peer counselors who work in collaboration professionals is a sure way promoting breastfeeding and addressing any challenges. The policy also recognizes the changing technological environment. As such, it creators were keen on advocating for use technology to pass messages along. This is particularly important for young mothers. They digital platform provides an ease means of forth and back communication. A mother experiencing any challenges can post their messages and get guidance from more experienced peers. Critical discussion and analysis Objectives and goals As discussed under economic context, the policy is not very elaborate the role the employer may have to perform to ensure that policy succeeds with regards to ensuring a friendly breastfeeding working environment. To ensure that happens, the following objectives have been set: To train employers on breastfeeding friendly work place requirement and benefits accrued. To lessen the Breastfeeding Friendly Workplace Accreditation process by half the time taken. To advocate for incentives for employers who implement breastfeeding friendly and baby friendly protocols. Identification of decision parameters Realization of the outlined objectives requires three markers including resources, timeframes, and accurate prioritization. Some of the most critical resources required include capital, personnel, space and time. Availing all these resources from the start is critical to the success of the whole process once set in motion. Capital is essential during training, hastening the Breastfeeding Friendly Workplace Accreditation and offering incentives to the employers. Organizing for training may include preparation of training materials, hiring of training and making reconnaissance visits, to mention just but a few, require money. The government will be a contributor. Other stakeholders with similar goals can also chip in for support. Hastening the process of Breastfeeding Friendly Workplace Accreditation may require frequent and hastened visits to companies seeking installation breastfeeding friendly facilities. The Work-Life Grant set aside is hardly enough. In addition is too general. It covers a wide range of issues from disability to breastfeeding friendly workplace initiatives. Having a breastfeeding support grant will expedite many of the steps known to stall. Having adequate and well-trained workforce on breastfeeding skills is important for the overall realizing of the set objectives. Trainers well versed with workplace breastfeeding can be able to convince an employer that installing such gadgets is a strategic step towards enhancing company performance. Employers will need to be versed with creating an extra conducive room fitted with furniture and a means of refrigerating the milk. The room should provide adequate privacy. Ideally, an electric outlet and sink will be required for hand washing before and after expressing. The employer will need to be taught how long breastfeeding or expressing milk may take so as to allow mothers to take 2-3 breaks of 15-30 minutes per day. Without a timeframe, the realization of the set objectives is likely to prove difficult. To ensure this happens, the following time frames have been set: Table One: Timeframe Objective Timeframe To train employers on breastfeeding friendly workplace requirement and benefits accrued. 2017-2022 To lessen the Breastfeeding Friendly Workplace Accreditation process by half the time taken. 2017-2018 To advocate for incentives for employers who implement breastfeeding friendly and baby friendly protocols. 2017-2019. Prioritization is an important element to ensure all activities are coordinated smoothly. Preliminary activities will take precedence to lay the groundwork for objectives listed. The second objective will become the priority to ensure that the employers are well versed with workplace support needed to support breastfeeding. The procedure may involve a tour to various companies applying for the exercise to gauge the complexity of their management. Small companies will be advised to elect project leaders who will serve as contact persons for future follow ups on the progress of the process. Huge companies may need to hire consultancy services to evaluate the requirements necessary to set up rooms and gadgets required for the exercise. Compared to the first and third objectives, the first objective spans for a relatively shorter period, that is 2017 to 2018. The third objective which seeks to provide employers with incentives will come second. This objective seeks to ensure many employe rs get enticed to roll out the program in their workplace. As the third objective is taking speed, the first objective will be set in motion. Some of the potential contributors to the Work-Life Grant would be employers themselves. Alternatives Breast milk is an ideal food there can be for an infant. However, once in a while, breastfeeding may not be possible due to various reasons (Aguayo, Ross, Kanon Ouedraogo, 2003). Various companies such as Nestle specialize in producing breast milk substitutes. Time and again, such companies have found in awkward positions putting profits before customers. Their notoriety for excessive marketing in yesteryears cannot go unnoticed (Brady, 2012). Before the introduction International Code of Marketing of Breast-milk Substitutes, the companies had almost managed to convince everyone that MBS were superior to breastmilk in term of nutrient composition (World Health Organization, 2013). However, this has long been disputed with scientific studies that have proven than breast milk has antibodies that BMS cannot provide. In addition to the physical benefits of milk to the infants, breast milk also confers psychological benefits. In circumstances where breastfeeding has proven impossible, BM S is next possible idea meal for an infant. Preparation of BMS requires keenness and high hygienic standards that are hard to maintain (World Health Organization, 2010). The other alternative available to nursing mothers is buying of already human expressed milk. It is a new concept that has taken the world by surprise. Some women can produce more milk than infant may require. They have a decision to make about the extra milk. Some opt to express and store and some discard (Akre, Gribble Minchin, 2011). With the help of the internet, it has become a common phenomenon to find women asking what to do with the extra milk (Weber et al., 2011). Slowly but surely, the idea of selling the surplus is gaining popularity. However, one of the biggest challenges of the online platform is that it is unregulated. There are multiple websites currently dedicated to facilitating the trade. However, the FDA warns against feeding a child directly milk acquired from another source other than the mother of the child. Such milk comes with high risks of the child contracting viruses such as HIV and cytomegalovirus (CMV (Keim et al., 2013). Some countries have established milk banking system with similar workings as blood banks; an example is Human Milk Banking Association of North America. It has fully installed systems of that are instrumental in screening for infections and usage of elaborate lifestyle questionnaires to determine the suitability of the milk (Geraghty, Heier Rasmussen, 2011). Conclusion Breastfeeding certainly remains unparalleled as the most suitable mode of infant feeding. The option of BMS and buying of human milk cannot, however, go unnoticed. However, the Breastfeeding in NSW: Promotion, Protection, and Support does not provide offer guidance on how society can deal with these new occurrences. Purchasing of already expressed human milk presents new challenges. The quality of the human milk purchased online is difficult to determine in terms of microbial contamination. In addition, one is left wondering if a child who feeds on purchased human milk in the six months postnatal should be considered to have been exclusively breastfed. To address the challenges posed, we recommend that the policy be revised taking into account new challenges. References Aguayo, V. M., Ross, J. S., Kanon, S., Ouedraogo, A. N. (2003). Monitoring compliance with the International Code of Marketing of Breastmilk Substitutes in west Africa: multisite cross sectional survey in Togo and Burkina Faso. Bmj, 326(7381), 127 Akre, J. E., Gribble, K. D., Minchin, M. (2011). Milk sharing: from private practice to public pursuit. International breastfeeding journal, 6(1), 8. Brady, J. P. (2012). Marketing breast milk substitutes: problems and perils throughout the world. Archives of disease in childhood, 97(6), 529-532. Chapman, D. J., Prez-Escamilla, R. (2009). US national breastfeeding monitoring and surveillance: current status and recommendations. 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