One potentially interesting idea is to write a psychology case study of a particular individual or group of people. In this type of paper, you will provide an in depth analysis of your subject, including a thorough biography. Generally, you will also assess the person, often using a major psychological theory such as Piaget's stages of cognitive development or Erikson's eight-stage theory of human development . It is also important to note that your paper doesn't necessarily have to be about someone you know personally. In fact, many professors encourage students to write case studies on historical figures or fictional characters from books, television programs, or films.
Whilst the statement of the law is correct, I would invite employers who might read the article to give some consideration to the limitations contained in the statute. A trade union official, either employed or lay, will have had both training and experience in representing workers in difficult situations such as disciplinary hearings; conversely, the 'fellow worker', the third category of person approved under the Employment Relations Act 1999 s10 (3) (c), is highly unlikely to have had any training nor any experience. I would argue that this puts both the employer and the employees at a disadvantage. Firstly, the employer, already under a burden to be seen to have acted reasonably (another article on its own), must contend with a companion potentially lacking competency, and ensure that the accused employee receives a fair hearing; not an easy task for many employers, particularly as they too may lack training and experience of handling disciplinary matters. Secondly, the accused employee will be caught up in the emotion of the situation and probably not be able to best express themselves; anything they fail to raise at a disciplinary hearing may prejudice their chance of satisfaction should they be dismissed and apply to an Employment Tribunal. And thirdly, the companion fellow worker, probably lacking in training or experience, is under arguably the greatest burden: if they mess things up their colleague may be dismissed, how do they cope with the guilt; they may not feel particularly confident facing up to management in such a charged setting; they may be fearful of management retribution just for trying to support a colleague; they may be more likely to view things subjectively and therefore fail to adequately represent the best interests of their colleague; possibly worst of all, they may be considered an irrelevance by either management, HR, or both. This whole issue of representation is the subject of a revealing ACAS Research Paper, 'Accompaniment and Representation in Workplace Discipline and Grievance', published in October 2008, at /researchpapers . There are also excellent ACAS publications to assist employers handle such matters; since the repeal of the statutory Grievance and Disciplinary Procedures in April 2009, employers that fail to follow the ACAS guidance may find themselves under an increased financial penalty.
Third-graders could also try to tackle subjects such as recent wars, deforestation, laws regarding texting in cars, animal research or food safety. Homeschooling, violent video games, improving education, ending childhood obesity, whether soda or junk food should be banned from schools, kids and smoking, and dangers of drugs are also topics. While some of these may seem a bit beyond the scope of an 8- or 9-year-old child chances are they already have some knowledge and some opinions on the subjects. Allowing them to read on the topics at their grade level will likely engage them further in learning about the issues.