Purpose of Article

To explain the flaws using what is generally considered Pattern-Oriented development as well as show the way to overcome those flaws by placing retooled Pattern-Oriented method of work.

To stress that informal design patterns makeup a large portion from the patterns discovered during Pattern-Oriented development.

To list instances of a few design patterns from the Framework as present in a number of Web applications put together by the author – add practical value in an otherwise pure theoretical conversation.

To show design patterns can and sometimes depend on other design patterns.

In summary, to offer a marginally different viewpoint of design patterns, stress the need for Pattern-Oriented development and thereby instill the call to look into design patterns and software frameworks more closely.

Background

“We adopted Agile/Scrum, Test-Driven Development and that we are object oriented. Our productivity certainly improved when compared with what we experienced before. But why do our projects still overrun? This is very frustrating. There must be something different we are we missing… ”

There could possibly be a multitude of reasons. For instance, are you experiencing thousands of lines of CSS since the developers didn’t understand the way to separate positioning from style and how you can “extend” CSS classes? Lack of skills certainly can be quite a huge cause of the lack of success that development teams experience.

More than it often is a a few emphasis not being affixed to Pattern-Oriented Development. In general, Pattern-Oriented Development greatly lacks relevant and valuable coverage inside Information Technology space. Without being pattern-oriented, systems could end up containing double the lines of code. We also realize that with an surge in lines of code, the complexity of any system exponentially increases.

Does this suggest you have to seek out where you missed the Strategy, Adapter, or Bridge, etc. pattern in your body? Looking for in places you missed the formal design patterns is probable not in which you will find the answers. The issue is more likely the possible lack of discovering and acting upon informal design patterns in your body.

Design Pattern Objections

Let’s think about the objections against design patterns first and at how you can actually do it right.

Patterns have already been criticized widely and rightly so. Here are some objections:

1. The need for design patterns resulted by using computer languages or techniques with insufficient abstraction ability. Peter Norvig provided the same argument. He indicated that 16 out in the 23 patterns within the Design Patterns book (and that is primarily aimed at C++) are simplified or eliminated (via direct language support) in other languages.

2. Design patterns lack formal foundations. At an OOPSLA conference, the Gang of Four was (making use of their full cooperation) confronted with a show trial where they were “charged” with plenty crimes against computer science. They were “convicted” by 2/3 from the “jurors” who attended the trial.

3. Design patterns don’t differ significantly business abstractions. Some authors allege that design patterns don’t differ significantly business forms of abstraction, knowning that the use of new terminology (borrowed from your architecture community) to go into detail existing phenomena within the field of programming is unnecessary.

4. Design patterns bring about inefficient solutions. It is almost always a much more efficient answer to use a well-factored implementation instead of a “just barely good enough” design pattern.

Common Definitions of Libraries and Frameworks

If a person looks at Internet articles you will come across Library and Framework definitions like the following:

· A software library is basically a group of functions you could call, usually organized into classes. Each call does some work and returns control to your client.

· On the other hand, a software framework embodies some abstract design, with additional behavior integrated. In order to use it, you must insert your behavior into various places inside framework. The framework’s code may call your code at given points.

Software Framework Redefined

Here is my look at software frameworks:

A software framework can be a set of design patterns (formal and/or informal) combined with the code required to take care on the common functionality with the design patterns also to expose the framework component functionality to your developers.

Frameworks are almost always coupled with what people label a library. For instance, you will discover, within the framework described on this page, components which get registered with all the framework which offers some functionality for that components. This could be termed library functionality, but this it’s essentially the Decorator pattern.

Software Frameworks are only for design patterns, avoidance of repetitive work, and therefore are used to accelerate development. They are employed to streamline software development by permitting designers and programmers to devote their the perfect time to meeting software requirements in lieu of dealing using the common functionality and even more standard low-level information of providing a proven method. A software framework’s purpose would be to reduce overall development time.

With Pattern-Oriented Development the framework (a pattern driven software framework) will be the forerunner deliverable leading all of development. It is often understood how the most effective software frameworks are the type that evolve from refactoring the normal code from the enterprise. The software framework covered in this post certainly evolved in this way – that it was created by developers for developers.

What these tells you, isn’t to stop at design patterns but for taking it a pace further by having the code to the design patterns through which time we label it as being a [software] Framework – a Framework with Pattern-Oriented origins.

This article shall elaborate about the duties employer’s regarding registration of employees and also the rights of employees following the termination with their labor contracts inside the UAE.

In general terms, all expatriate employees who want to work inside UAE should be employed by an appropriately licensed and approved company and has to be issued having an entry permit for employment purposes, a labor card (work permit) plus a residence visa.

Some Employees don’t know their rights upon the termination in their employment contracts, therefore, the issue needs to be carefully considered.

Comply while using Law

Employment relations inside the private sector inside the UAE are governed and regulated by Federal Law No. 8 on Regulation of Labor Relations to the year 1980. Employing foreign workers within the UAE entails complying with certain registration procedures for instance residence visa. If an employee does not have work permission and/or company sponsorship, article 13 from the Labor Law obliges the employer getting a foreigner to get permission and/or company sponsorship through the Ministry of Labor. The Labor Law is protective of employees generally and supersedes conflicting contractual provisions agreed under another jurisdiction, unless they may be beneficial to the staff member. Furthermore, this rule can be applied to the Free Zones looking at that there is no work permission.

Probation Period and seven rights

It is essential to note that any provision with the labor contract is invalid whether it either contradicts the UAE labor law or conflicts while using public interest. These provisions can correspond with establishment of probation period, gratuity, notice period, salary or even any penalty applied to the worker. According for the Federal Law No.8 from the year 1980 probation period cannot exceed couple of months.

The Labor Law provides Employees with mainly seven rights that have to be accompanied by the employer upon the termination on the labor contract.

According towards the Labor Law, a member of staff terminating his contract has rights to:

Get his/her unpaid salary
Get charges for added hours on the job
Have annual leave
Get gratuity (a three week period basic remuneration for any year with the first five-years of service and 30 days any year after.)
Get an air ticket
Notice period salary
Get a compensation for unfair dismissal (with maximum 3 months, but this era can be even more whether it is not mentioned within the contract).

As well since these seven rights, there is usually additional rights which might be included within the contract including commission and bonuses.

However, in the event the termination happens in the probation period, which is usually 6 months or less according to contract, the staff member will not have straight away to claim the rights stated earlier. He will just be entitled to unpaid salary, charges with regard to added hours of labor and air ticket. The bar time on labor matters for Dubai based companies is 1 year on the moment of termination with the labor contract.

How to say the rights?

It is significant that in order for a worker to be able to sign up for UAE Labor Authorities regarding any legal matter, he/she must have or a work permission and/or company sponsorship. Otherwise UAE Labor Authorities will never deal with a subject.

The Ministry of Labor and Social Affairs (the Ministry) may be the main body responsible with the regulation of manpower recruitment and it also plays a considerable role in settling labor differences between employers and employees. It should be noted that most labor disputes must initially be submitted towards the Labor Department with the Ministry for amicable settlement should the company is onshore.

The same regulation is applicable inside the Free Zones. However, Free Zones have their own own Legal Department where lawyers must not attend. For this reason before filing a case on the Court, you should take a letter of reply from Free Zone Legal Department for his claim.

In an instance if a worker works for Governmental Entity, he should apply towards the ruler office first with to issue Non-Objection Certificate (NOC).

The application will be handed on the concerned labor authority, who’ll arrange a gathering between the employee along with the employer. The goal of such meeting would be to come to your settlement with the issue.

One may wonder about the causes of checking out the above mentioned steps. Indeed, it really is one on the most important requirements of Labor Code. Applying through these labor authorities help website visitors to settle a high rate of issues between employers and employees. Moreover, such measures time savings and decrease how many cases prior to the courts. However the lawyers cannot attend the meetings together with the labor authorities. This step must be made personally by employee. The filing of state they labor authorities won’t cost anything, which might be counted as additional good thing about this procedure.

Although some of the small company owners I have encountered previously few years thought these folks were immune from being sued for unpaid commissions by their salespeople, they learned — past too far — that New York’s Labor laws dictated otherwise. As part with their Monday morning quarterbacking, these business people came to know that had they invested a modest number of additional time and resources into drafting an extensive and clear commission agreement from the start, they certainly may not face contact paying commissions at the salesman’s wished upon (instead of agreed upon) terms, and possibly could have prevented litigation altogether. After some further analysis, evidently these businesses’ surprise (and Achilles’ heel) was this product of their belief in a single or more in the following myths:

Myth #1 – Signing bonuses are inherently discretionary – New York’s courts have held that in which a signing bonus is guaranteed to be a term of employment that may be tied to the salesperson’s job performance (including the sale of the new account), and further, just isn’t expressly made at the mercy of management’s discretion, the bonus is deemed wages in the Labor Law, thereby, can’t be forfeited if earned ahead of termination and/or resignation.

Myth #2 – “If it Isn’t Written, It Doesn’t Exist – contrary to public opinion, must be commission agreement is oral does not necessarily mean it really is unenforceable. In that regard, while a business can change the regards to an at-will employee’s agreement prospectively, it can’t change the terms with the agreement retrospectively. Simply put, as soon as the salesperson has recently earned commissions at an arranged rate, the employer cannot turn back and don’t pay those commissions.

Myth #3 – Termination for Cause Is Cause for Forfeiture of Commissions – New York’s Labor Law clearly states that commissions which can be earned during employment (i.e., vested), are not forfeited like a matter of public policy.

Myth #4 – If It Isn’t Clear in the Contract that the Commission is Owed, the Salesperson Can’t Collect – an elementary, and nearly uniform rule of law is any ambiguity in a very contract is construed from the drafter in the contract. As a practical matter, which means the courts are obliged to side with the salesperson regarding any provision inside the agreement which doesn’t make it patently clear whether, and if so, just how much, commissions are owed for a particular sale.

As the foregoing makes clear, it certainly pays to own well-crafted and clear agreements with commission salespeople. The short-term cost on time and money won’t help avert misunderstandings, and therefore safeguard company morale, and often will likely save untold sums of greenbacks by either minimizing, or preventing entirely, the price of litigation.