Processing-structure-property relationships in (TPE-E) nanocomposites Lab Report

Processing-structure-property relationships in (TPE-E) nanocomposites - Lab Report Example This area of research is extremely promising because such systems possess higher dispersion then conventional organolclays do. Also, it is worth mentioning that examples from both literature and experimentaly achieved data point out that alkyl-ammoniums used as organo-modifiers have limited applications for apolar polymers. Scheme 1: Alkyl-ammoniums used as organo-modifiers For such polymers interactions with clay is usually low and further entropic barriers prevent mixing of an inorganic clay with the desired polymer. In other words, alkyl chain-clay interactions are low. To overcome this organo-modifiers are used but, as our studies suggest, low thermostability (Changes in composition start to occur at approx. 2200C) of the produced modified clay will limit the scope of potential applications. 4.1 Modification of Clay As it was previously stated, it was necessary to modify Fluormica (Somasif ME 100) Prestine clay to increase its mixability with the polyester TPE. The employed type of clay is hydrophilic. This factor contributes to poor solubility in hydrophobic polymers. It terms of structure, Fluormica (Somasif ME 100) is made of layers which are held together by electrostatic forces. These layers carry the negative charge, while positively charged cations are shared equally between stacks of layers. This structure is not easy to brake, what is another factor to poor mixability. In order to modify the studied clay ion exchange reactions were used. The chemical formulation is Na0.66Mg2.68(Si3.98Al0.02)O10.02F1.96 [65] and the particle size is about 650 nm. (Cation Exchange Capacity is 100 mequiv/mol). Thus it can be presumed that cations such as Na+ and Mg2+ can be substituted by an alkyl-ammonium (Scheme 1) cations. Alkyl-ammoniums carry different hydrophobic groups consequently, producing various hydrophobicity. Hydrophobic chain makes the modified clay more compatible with the organic matrix. Employing different alkyl-ammoniums it will be possible to mak e the clay compatible with almost any required polymer. Moreover, treatment with described organic modifiers will separate clay plates. This will afford intercalated and exfoliated materials which can be used to produce nanoparticles. To describe the produced modified clay it is necessary to analyse Fourier transform infrared spectrosctrum(FT-IR) then move on to X-ray photoelectron spectroscopy (XPS) before finally commenting on thermogravimetric analysis (TGA) curves. 4.2 FT-IR The major peak for all the studied samples occurs at 902 cm-1 (Scheme 2). This wavelength can be associated only with carbon-oxygen-carbon symmetric stretch absorbtion. There is only one peak in this region there are no peaks formed by asymmetric carbon-oxygen-carbon absorbtion. The next major peak occurs at 2925 cm-1 but not for all studied entries. ME 100 and ME100 CC do not possess such peak. The formed peak is due to asymmetric stretch of CH2-O group. The described peaks prove the presence of specific bo nds in the molecule. Scheme 2: FT-IR spectrums of the modified clay samples. 4.3 XPS On the Schemes 3 and 4 ME 100 is the unmodified clay and all the entries from 2 to 8 present various modifications. It is seen that not all Na+ and Mg2+ are substituted by N+R4. In ME 75 Etho substitution is the most efficient and ME 100 CC shows only slight reduction on Na+ and Mg2+ quantity. No Sample Code O (%) C

Legal Issues in Reduction of Workforce Case Study

Legal Issues in Reduction of Workforce - Case Study Example How did you balance the legal risk of terminating individuals from a protected class against the business risk of losing valuable talent Are there are any extenuating regulatory circumstances(e.g exceptions to employment at will, or collective bargaining agreement )that would affect the decision to terminate the above referenced employees Collective bargaining consists of negotiations between an employer and a group of employees so as to determine the conditions of employment. The result of collective bargaining procedures is a collective agreement. Employees are often represented in bargaining by a union or other labor organization. Collective bargaining is governed by federal and state statutory laws, administrative agency regulations, and judicial decisions. In areas where federal and state law overlap, state laws are preempted. See, U.S. Constitution, Art. VI The main body of law governing collective bargaining is the National Labor Relations Act (NLRA). It explicitly grants employees the right to collectively bargain and join trade unions. The NLRA was originally enacted by Congress in 1935 under its power to regulate interstate commerce. See, U.S. Constitution Art. I, Section 8. ... The act prohibits employers from interfering with this selection. The NLRA requires the employer to bargain with the appointed representative of its employees. It does not require either side to agree to a proposal or make concessions but does establish procedural guidelines on good faith bargaining. Proposals which would violate the NLRA or other laws may not be subject to collective bargaining. The NLRA also establishes regulations on what tactics (e.g. strikes, lock-outs, picketing) each side may employ to further their bargaining objectives. State laws further regulate collective bargaining and make collective agreements enforceable under state law. They may also provide guidelines for those employers and employees not covered by the NLRA, such as agricultural laborers. Arbitration is a method of dispute resolution used as an alternative to litigation. It is commonly designated in collective agreements between employers and employees as the way to resolve disputes. The parties select a neutral third party (an arbiter) to hold a formal or informal hearing on the disagreement. The arbiter then issues a decision binding on the parties. Both federal and state law governs the practice of arbitration. While the Federal Arbitration Act, by its own terms, is not applicable to employment contracts, federal courts are increasingly applying the law in labor disputes. Fourty-nine states have adopted the Uniform Arbitration Act (1956) as state law. Thus, the arbitration agreement and decision of the arbiter may be enforceable under state and federal law. Employment Discrimination laws seek to prevent discrimination based on race, sex, religion, national origin, physical disability, and age by