Section 1: Questions 1-14
You should spend about 20 minutes to complete this task.
Read the text below and answers
questions 1-14 on your answer sheet.
GT Reading Sample - "MOBILE GARBAGE
BINS" & "EMPLOYEE ANNUAL LEAVE AND PAY"
Read the text below and answer Questions 1-7.
MOBILE GARBAGE BINS
A
WEBER only uses special impact-resistant polyethylene (HDPE) from major
suppliers for manufacturing mobile garbage bins from plastic. This means that
quality variations of the finished products can be avoided. All raw materials
have been tested for outdoor use and are sufficiently UV-stabilised. The
employment of these high-quality raw materials allows using our mobile waste
containers over an extremely wide temperature range from -40 °C to +80 °C.
B
Optimised design for many years of use:
Sustained quality and ruggedness of the domestic waste bins must
prove itself in practice. The manufacturer Weber optimises its products with
this intent. Optimally dimensioned wall thicknesses and optimised design of the
areas exposes to stresses and loads ensure ruggedness and long service life of
the WEBER recycling bins.
C
Certified two 2 and four 4 wheel mobile garbage bins with
guaranteed quality
All mobile waste containers are certified by an independent
testing agency. Certification includes the criteria of the European Mobile
garbage bins Standard EN 840 and the additional requirements of the RAL quality
mark RAL GZ 951/1. Not only a type sample is certified here but the production
of the wheeled refuse bins is regularly monitored, to ensure that series
products consistently meet the certified requirements as well.
D
All mobile two 2 and four 4 wheel wheelie bins have received the German GS
symbol for Tested Safety without exception. The regulations of the GS symbol
are legally stipulated in the Federal Republic of Germany. For example, it
includes compliance with AfPS GS 2014:01, i.e. testing and assessment of
polycyclic aromatic hydrocarbon (PAH) when awarded the GS symbol. The
regulation was created by the Committee for Product Safety (AfPS) and specifies
limits for these carcinogenic substances.
E
ISO 9000 and ISO 14000 Certified Company
Abfallbehälter & Container Weber GmbH & Co. KG operates a
Quality Management System according to ISO 9001 and Environmental Management
System according to ISO 14001. Integrated production checks and product
examinations ensure consistent high quality and numerous environmental aspects
with the production of our domestic waste bins. Quality and environmental
management systems are monitored regularly by external certifying agencies.
F
Robustness and durability through high-grade materials and solid wall
thicknesses. High-quality domestic waste bins and recycling containers from
Weber, directly from the manufacturer.
Questions 1-7
Look at the six advertisements above, A-F.
For which facts are the following statements true?
Write the correct letter, A-F, in boxes 1-7 on your answer sheet.
NB You
may use any letter more than once.
1. They have both household bins and
recycling receptacles.
2. The mobile waste storage bins can
withstand a wide range of conditions.
3. They have been tested for safety.
4. They will last a very long time.
5. They are checked by outside agencies.
6. They meet many requirements.
7. They are made from strong materials and
are protected from the suns rays.
Read the text below and answer Questions 8-14.
EMPLOYEE ANNUAL LEAVE AND PAY
Taking
annual leave
The Act provides for a basic annual paid leave entitlement of 4 weeks, although an employee's contract could give greater rights.
It is for your employer to decide when annual leave may be taken, but this is
subject to a number of conditions. Your employer must take into account your
family responsibilities, opportunities for rest and recreation that are
available to you and to consult with you (or your union) at least one month
before the leave is to be taken. In addition, annual leave should be taken within
the appropriate leave year or with your consent, within 6 months of the
relevant leave year. Further holding over (also known as carrying-over) of
annual leave at your wish is a matter for agreement between you and your
employer.
Holiday pay: Pay
in respect of annual leave is paid in advance at the normal weekly rate. If
your pay varies because, for example, of commission or bonus payments, your pay
for your holidays is the average of your pay over the 13 weeks before you take
holidays.
Calculating Annual Leave:
Under Section 19 (1) of the Act, you are entitled to a basic
annual paid leave entitlement of 4 weeks. There are 3 different ways of
calculating your annual leave entitlement:
·
Based on the employee's working hours
during what is called the leave year, which runs from April to March. An
employee who has worked at least 1,365 hours in a leave year is entitled to the
maximum of 4 working weeks' paid annual leave unless it is a leave year in
which they change employment. Many employers use the calendar year
(January-December) instead of the official leave year to calculate entitlement.
·
By allowing 1/3 of a working week for
each calendar month in which the employee has worked at least 117 hours.
·
8% of the hours worked in the leave
year, subject to a maximum of 4 working weeks.
An employee may use whichever of these methods gives the greater
entitlement. When calculating the entitlement, employers should include all
hours worked including time spent on annual leave, maternity leave, parental
leave, force majeure leave, adoptive leave or the first 13 weeks of carer’s
leave.
An employee who has worked for at least 8 months is entitled to an
unbroken period of 2 weeks' annual leave.
Part-time work: Generally,
the annual leave for part-time workers is calculated using the 3rd method, that
is, 8% of hours worked. If you work full time for some months and the rest of
the year you work part-time, you should calculate the leave for the full-time
and the part-time periods of work separately.
Questions 8-14
Do the following statements agree with the information given in
the text above?
In boxes 8-14 on
your answer sheet, write
TRUE
if the statement agrees with the information
FALSE if the statement contradicts
the information
NOT GIVEN if there is no
information present
8. The
employer can say when an employee can take their annual leave.
9. You can be paid double for any annual
leave you take during quiet work times.
10. Leave is normally 4 weeks in one year.
11. You can have more leave if you ask
through written permission.
12. Any employee who has worked for more than
10 months without a break, can have 3 weeks off uninterrupted.
13. Part-time employee leave is decided from
8% of the hours worked.
14. Part-time workers are often invited to
work for more hours during the year if they want to have more paid leave.
Read
the text below and answers questions 15-27 on
your answer sheet.
GT Reading Sample - "Rights of pregnant women in the
workplace"
Read the text below and answer Questions 15-27.
Shop for bestsellers
RIGHTS OF PREGNANT WOMEN IN THE WORKPLACE
1. An employer cannot fire a
woman because she's pregnant:
Sometimes, employers try to disguise the discrimination behind good intentions.
They explain they're worried about safety, for example. In other cases, the
discrimination is more blatant. Either way, it's illegal.
Take this example from a wings restaurant chain in the
Houston-area. The company had a written policy to lay off female workers after
the third month of their pregnancies. A federal investigation showed the
company laid off eight pregnant employees. A manager told investigators that
keeping pregnant employees at work any longer would "be irresponsible with
respect to her child's safety."
But companies cannot fire employees for this reason. Exceptions
are rare, even when a job entails being exposed to toxic chemicals or lifting
heavy objects. Courts have ruled that decisions about the safety of the woman
and fetus are up to the employee and her doctor, not her boss.
2. A company cannot refuse to
hire a woman because she's pregnant -- or because she may become pregnant in
the future:
Peggy Mastroianni, Legal Counsel in the EEOC, said this is very common,
especially with workers applying for low wage jobs. This problem occurs even at
companies that rely on pregnant women as their customers.
A Philadelphia-based franchise of clothes retailer Motherhood Maternity
paid $375,000 to settle a pregnancy discrimination and retaliation suit in 2007
after the company allegedly refused to hire three qualified female applicants
because they were pregnant. It's also illegal to not hire a woman because she
may become pregnant in the future.
"There is still a stigma against hiring younger women for
some jobs, where an employer wants to know somebody is going to be on a job for
years without interruption," said Vicki Shabo, vice president at the
National Partnership for Women & Families.
3. New mothers have the right
to pump breast milk at work in a safe place. A company cannot fire or
discriminate against a woman because she's lactating:
You can thank Obamacare for this protection. The Affordable Care Act requires
employers to provide reasonable breaks to new mothers to pump breast milk for
up to one year after a child's birth. Employers are also required to provide a
safe and private place other than a bathroom, to do so.
But there is an exception for small companies. If a company with
fewer than 50 employees can prove that offering breaks or a private space would
cause "undue hardship" to the company, it may not have to offer this
accommodation to their employees.
4. In some cases,
pregnancy-related conditions may entitle women to special accommodations:
A normal pregnancy without complications is not considered a disability under
federal law, and it does not entitle a worker to special treatment. That said,
women who have complications or temporary impairments related to their
pregnancy must be treated the same as other workers with medical impairments.
If a company has a policy in place that, for example, offers a
light-duty assignment for a few months to a worker who injured his back, the
company is also expected to provide "reasonable accommodations" to a
pregnant woman who requires light-duty due to her pregnancy.
Other examples of reasonable accommodations may include letting a
worker sit on a stool rather than stand during her shift, changing her work
schedule if she has severe morning sickness, or allowing her to keep a water
bottle at her workstation.
The worker usually needs to provide a doctor's note, establishing
there's a medical condition that may temporarily limit her work capabilities.
In the case of a pregnancy, common impairments include severe morning sickness,
back pain, high blood pressure, gestational diabetes and complications that
require bed rest. There are some exceptions, but again, to avoid providing an
accommodation, an employer has to prove that doing so would cause "undue
hardship" to the company.
5. An employer cannot force you
to take time off or change jobs if you're still able to do your job:
Sometimes an employer thinks they're acting in the best interest of the
employee -- or protecting itself from liabilities -- when it decides to
reassign a pregnant woman or new parent to a less strenuous job. Employers
cannot base employment decisions on assumptions about pregnant women's
capabilities and health concerns.
For example, a boss cannot prevent a pregnant worker from
travelling on business trips, because he's concerned about her health. A
company cannot deny a pregnant woman a promotion, assuming once she returns to
work after childbirth, she will be less committed to her job. Employers also
cannot reassign workers to less desirable jobs, even temporarily, due to
concerns about a pregnancy.
Questions 15-20
Complete the sentences below.
Choose ONE
WORD ONLY from the text for each answer.
Write your answer in boxes 15-20 on
your answer sheet.
15. An
employer cannot .............................. a pregnant worker from the
company.
16. It
is against the law not to hire a woman because she may become
.............................. in the future.
17. A
new mother is able to pump breast ................................ in a safe
place.
18. The
worker must provide a ........................... note if they have
complications that impact their daily work activities.
19. An
employer cannot give a pregnant woman a less ........................ job.
20. A
company cannot withhold a .................................. just because the
employee is pregnant.
Questions
21-27
Answer the questions below.
Choose ONE
OR TWO WORDS ONLY AND/OR A NUMBER from the text for each
answer.
Write your answers in boxes 21-27 on
your answer sheet.
21. Who
decides if the workplace is safe for a pregnant employee?
22. What
is very common, when pregnant women are applying for low earning roles?
23. What
can new mothers do in the workplace in a safe place?
24. What
can a pregnant worker keep at her workstation?
25. What
does the worker have to provide if they have a medical condition related to
pregnancy?
26. What
do some new mothers have the chance of losing after returning to work?
27. What
do some employers want to stop pregnant workers from doing?
Sample 1
Answer:
15. five
16. pregnant
17. milk
18. doctor's
19. strenuous
20. promotion
21. employee/doctor
22. not hired
23. pump milk
24. water bottle
25. doctor's note
26. a promotion
27. travelling
Sample 2
Answer
1. F
2. A
3. D
4. B
5. E
6. C
7. A
8. TRUE
9. FALSE
10. TRUE
11. NOT GIVEN
12. FALSE
13. TRUE
14. NOT GIVEN
.png)
No comments:
Post a Comment