【正文】 2year period in 2004, was the oute of a new negotiating machinery following the merger of funding arrangements for institutions and the creation of a single employers’body, the Universities and Colleges Employers Association(UCEA), for the whole sector in ：學(xué)術(shù)/支持員工分離的結(jié)果？在1994年為了整個(gè)行業(yè)這個(gè)框架協(xié)議——大學(xué)和學(xué)院雇主協(xié)會(huì)——是新的伴隨著機(jī)構(gòu)合并后的籌資安排和一個(gè)單一雇主創(chuàng)造體的談判機(jī)制的結(jié)果。There have also been improvements from the shift to the single pay and grading system in terms of pay NAO concluded, however, that AfC ‘cannot yet be shown to have enhanced value for money’, largely because the Department of Health did not put in place any robust method for measuring such improvements(NAO, 2009: 8).這也有從轉(zhuǎn)變到單一薪酬和薪酬管理方面的分級(jí)制度的改善。國(guó)家審計(jì)署對(duì)AFC的一個(gè)最近評(píng)估發(fā)現(xiàn)：?jiǎn)T工不能充分的工作有別于當(dāng)他們處于舊有薪金合同并因初期做好現(xiàn)有角色獲得的提薪時(shí)。pay fairly and equitably for work done, with career progression based on responsibility,petence and satisfactory performance。On the other hand, among the one quarter of authorities that report having pleted pay reviews,half have opted for quite narrow pay bands, with around 70% opting to retain annual senioritybased incremental progression within the scale for at least some workforce ，在四分之一的當(dāng)局報(bào)告已經(jīng)完成的薪酬評(píng)論上，大約70%選擇保留資歷基礎(chǔ)增量進(jìn)程中至少包含有一些在職人員在內(nèi)。除了雇主外，由于雇主沒(méi)有對(duì)受影響成員的利益給予足夠的重視，法律挑戰(zhàn)的矛頭也指向了工會(huì)。3 （據(jù)報(bào)道，一個(gè)長(zhǎng)久增長(zhǎng)達(dá)到5%從而實(shí)現(xiàn)相對(duì)公平的結(jié)構(gòu)）不得不在20072008年2004個(gè)結(jié)算的最后一年處理掉。第二篇：翻譯對(duì)照稿Consequent on the 2004 agreement, it was expected that negotiations would take place between authorities and unions to deliver ‘equal pay proofed structures’.At the time the report on equal pay blockages was released in November 2006(LGE, 2006b), only a third of authorities had implemented new ‘single status’ pay structures, a figure representing a quarter of the local government 2009, this pattern had not changed very slow progress has been attributed to two main ，預(yù)計(jì)將在政府和工會(huì)間展開(kāi)圍繞著校對(duì)平等薪酬結(jié)構(gòu)的談判。over 80% of all Bentleys ever made are still on the road Phantom buyer, on the other hand, is looking for instant car has a presence that really demands attention wherever it goes.（第八章 P243 第三段）賓利的買主想要的是低調(diào)的，但可以世代相傳的傳家寶；有史以來(lái)所生產(chǎn)的賓利，80%以上至今仍跑在路上。s owners like to vacuum their can39。這兩個(gè)人不可能是同一個(gè)人，然而我確信就是他。if he is one then,he has been one ever since his character was criminals are first little criminals,just as giant oaks are first little ，因?yàn)闆](méi)有人相信一個(gè)人能夠從根本上改變他的本性。因此，從某種意義上說(shuō)，每個(gè)事件都有可供選擇的余地，居民們大可隨心所欲地選擇心儀的場(chǎng)景來(lái)體味，保護(hù)其靈魂免受侵害。實(shí)證研究發(fā)現(xiàn)，是文化標(biāo)準(zhǔn)和價(jià)值觀而非命運(yùn)，將人們連系在一起。它們互相連接、渾然一體。Unit3 the explanation, the idea of a worklife balance is a staple of European discourse, studied in think tanks, mulled over by the US, the term, when it?s used at all, is said with the sort of sneer reserved for those who eat it might still catch Bill Keller was named executive editor of the New York Times last week, he encouraged the staff to do “a little more savoring” of life, spending time with their families or viewing art.（第三章）不管如何解釋，工作與生活的平衡總是歐洲人的主要談資，同時(shí)也是智囊團(tuán)和政策制定者研究和考慮的主題。這在法國(guó)可不是個(gè)小問(wèn)題，要知道2002年美食旅游為法國(guó)創(chuàng)收180 億歐元，占到全部旅游收入的1/4。第一篇：研究生英語(yǔ)課后翻譯中英文對(duì)照(最終稿)Unit1 1.“Business happens 24/7/365, which means that petition happens 24/7/365, as well,” says Haut.“One way that panies win is by getting ?there? faster, which means that you not only have to mobilize all of the functions that support a business to move quickly, but you have to know how to decide where ?there? is!This creates a requirement not only for people who can act quickly, but for those who can think fast with the courage to act on their needs to run throughout an organization and is not exclusive to management.”（第一章 P29 第一段）“一年365 天，一周7 天，一天24 小時(shí)，生意始終在進(jìn)行，那意味著一年365 天，一周7 天，一天24 小時(shí)，競(jìng)爭(zhēng)也同樣在進(jìn)行，”豪特說(shuō)，“公司取勝的方法之一就是要更快地到達(dá)‘目的地’！這就是說(shuō)，你不僅要把所有能支持公司快速運(yùn)轉(zhuǎn)的功能都調(diào)動(dòng)起來(lái)，而且還得知道如何決定‘目的地’是哪里。越來(lái)越多的餐館老板反映政府的稅收和經(jīng)濟(jì)政策限制了他們的利潤(rùn)，也就影響了他們投資和雇傭更多人手的能力。在美國(guó)，人們使用這個(gè)說(shuō)法時(shí)總是帶著幾分針對(duì)那些吃蛋奶火腿餡餅的有閑人士才會(huì)表現(xiàn)出來(lái)的冷嘲熱諷的態(tài)度?！痹诹_琳的書中，從語(yǔ)言開(kāi)始，就有足夠多的讓大人和孩子都喜歡的東西。我們錯(cuò)過(guò)了成千上萬(wàn)的可能的愛(ài)人，因?yàn)樗麄冊(cè)缇捅徽降幕蚍钦降奶暨x理想愛(ài)人的準(zhǔn)則篩選出局，這些準(zhǔn)則包括年齡、種族、地域、社會(huì)階層、宗教、性傾向、健康狀況或外表。（第六章 P185第1段） most metropolises,small and large,the choice is often not with the individual at is thrown to the Lions are overwhelming。這就是為什么一個(gè)惡名遠(yuǎn)揚(yáng)的人很難重建公眾對(duì)他的信心。我起身付了賬，走進(jìn)廣場(chǎng)去找他。t say they39。然而，歡迎的買家卻期盼一夜成名，汽車的外表使得它所到之處無(wú)不引人注目。當(dāng)時(shí)對(duì)于薪酬平等障礙的報(bào)導(dǎo)被發(fā)布在2006年11月的LGE上，報(bào)導(dǎo)指出只有三分之一的當(dāng)局實(shí)施了新的單一薪酬結(jié)構(gòu)，而這指代表著四分之一的政府勞動(dòng)力。這包括聯(lián)合欠薪和實(shí)施費(fèi)用總共估計(jì)在30億英鎊左右。The case of Allen and others versus GMB(Court of Appeal, 2008)。Shorter pay bands tend to be associated with a minimal equal pay risk, something that appears uppermost in the minds of some threequarters of LGE is concern that these priorities risk development of a reward strategy for local government employees that is ‘incoherent or tend[ing] toward the lowest mon denominator’(LGE, 2007: 2).These anxieties are not altogether different from those expressed regarding the modernisation concept voiced by Peters and Pierre(2000).較短的薪酬級(jí)別往往是風(fēng)險(xiǎn)最小的同工同酬，一些最重要的東西出現(xiàn)在四分之三的LGE受訪者大腦中。and simplify and modernise conditions of service, with national core conditions and considerable local flexibility’(cited in NAO, 2009: 4–5).衛(wèi)生部門表示其目的是“讓員工用新的、打破傳統(tǒng)壁壘的工作方法將自己最好的一面展示給病人；基于稱職和令人滿意的表現(xiàn)基礎(chǔ)上的公平公正的工作薪酬和事業(yè)發(fā)展；在國(guó)家的核心條件和相當(dāng)?shù)牡赜蜢`活性基礎(chǔ)上簡(jiǎn)單化和現(xiàn)代化條件的服務(wù)。Most importantly, the NAO argued that there has been no improvement in productivity and there was no evidence that the 163。不過(guò)國(guó)家審計(jì)署得出結(jié)論：AFC還不能被證明在金錢方面具有更大的價(jià)值，這主要是因?yàn)樾l(wèi)生部沒(méi)有在此提出任何為測(cè)量這種改進(jìn)的方法（NAO，2009:8）。HE的雇主和七個(gè)工會(huì)間的談判在2004年超過(guò)了一個(gè)長(zhǎng)達(dá)兩年的時(shí)間。除此之外，傾斜的山圍欄有一個(gè)驚人的城市，似乎永遠(yuǎn)伸展。人際關(guān)系就是一種善于聽(tīng)取別人意見(jiàn)體察別人的需要虛心接受批評(píng)的能力。安南的文章。當(dāng)然，孩子們?cè)诰W(wǎng)絡(luò)空間中可以遠(yuǎn)離父母的監(jiān)管，這個(gè)問(wèn)題日益受到關(guān)注。隨著科技成本的日益降低，生產(chǎn)所有權(quán)變成了現(xiàn)實(shí)。難道一個(gè)在黃金地段擁有一間大辦公室的工人才是好的工人么？事實(shí)上，研究表明：家庭工作者一般更加認(rèn)真地完成任務(wù)，并且比在辦公室里德同事工作的時(shí)間更長(zhǎng)。駱駝、奶牛、綿羊、山羊都開(kāi)始死于高燒。當(dāng)然，這種天氣的改變是厄爾尼諾作用的結(jié)果。然而在1988年，厄爾尼諾對(duì)全世界的影響達(dá)到鼎盛期，它創(chuàng)造了有史以來(lái)的最熱的天氣記錄。這種疾病被叫作裂谷熱，有蚊子所攜帶的病毒所致。更重要的是，他們不拘泥于計(jì)劃，當(dāng)什么時(shí)候合適了他們就開(kāi)始工作。像傳統(tǒng)農(nóng)民一樣，在同一環(huán)境里生活和工作。兒童網(wǎng)站采取了更積極的策略，它是一扇通往教育世界和娛樂(lè)世界的大門。南丁格爾。這就是為什么許多平平庸庸的公司雇員在大調(diào)整中保住了位置，而有才能的人反而下崗。一位上了年紀(jì)的人仍穿著睡衣，手里拎著有一個(gè)籠子，有只明亮羽毛的鳥(niǎo)在里歡快的歌唱。UCEA described the Framework Agreement as ‘the largest human resources initiative ever undertaken in the sector’, providing a framework ‘to modernise pay arrangements with the specific aim of promoting equality, transparency and harmonisation to ensure equal pay is delivered for work of equal valu