تحفظ نسواں بل 2006ء
1979ء سے حدود قوانین نافذ العمل رہے ۔ بعدا زاں یہ محسوس کیا گیا کہ زنا قابل نفاذ حدود کے قانون میں مختلف دفعات وہ بھی شامل کر دی گئیں جو ملک کے قا نونی فقہاء کے نزدیک وہ اس قانون میں ڈالی جانے والی اضافی اور موضوع سے ہٹ کر دفعات تھیں ، جس میں مرکزی حیثیت زنا کی تعریف کو حاصل تھی جس میں قبل ازیں متذکرہ دفعہ میں شادی / نکاح کا کسی بھی اشتباہ و التباس سے مبرا ہونا بھی لازمی امر تھا اور تحفظ نسواں آرڈیننس 2006 کے تحت valid Marriage سے لفظ Valildly کو حذ ف کر دیا گیا 499۔ قانون زیر بحث میں جرم زنا قابل نفاذ حد باقی ہے ، جب کہ اس میں شامل الفاظ " بالجبر یا زنا بالجبر " و دیگر دفعات ، جو زنا کی غرض سے خریدنے ، بیچنے سے متعلق تھیں کو بھی حذف کر دیا گیا 500 ،کیونکہ قانونی فقہا کے نزدیک اکثر خواتین غلط تعبیر و تشریح کے باعث ناجائز طور پر اس قانون کا شکار ہو رہی تھیں ۔ یہ جو ترامیم ہوئی ہیں، یہ Substantive Law میں ہوئی ہیں یعنی قانون کے متن میں کی گئی تبدیلیاں ہیں۔
اس کے علاوہ بیان کردہ یہ ترامیم حدزنا کے حوالے سے Procedural Law میں کی گئی ہیں ۔ حدود آرڈیننس میں مجوزہ ترامیم سے حدود قوانین غیر مؤثر ہو جائیں گے۔ حدود کے مقدمہ کے اخراج پر بلا ٹرائیل قذف کی سزا غیر قانونی ہے۔ اس ترمیم سے سچا مقدمہ درج کروانے والے مدعی کے دل میں بھی خوف و ہراس پیدا ہوگا جس سے مقدمہ درج کروانے کی حوصلہ شکنی ہوگی۔ زنا بالرضا کے جرم کو ناقابل دست اندازی پولیس قرار دینے سے قانون غیر مؤثر ہو جائیگااور معاشرے میں قانون اپنے ہاتھ میں لینے...
Background: Non-atherosclerotic processes are regarded as equally important contributors to a substantial number of coronary problems mainly myocardial infarction. This includes coronary spasm which has been considered as one of the coronary syndromes leading to myocardial infarction. These non-atherosclerotic events ensuing in major averse cardiac events (MACE) not only require various diagnostic and therapeutic strategies but also there is a need to delineate the underlying etiology for their effective treatment and management. Case Summary: We report a case of anterior wall myocardial infarction (AWMI) driven by a non-atherosclerotic event i.e. Coronary spasm. Concomitant marked ST-segment elevation recorded on ECG revealed a diffuse mid distal disease in our patient. We report here the initial presentation, coronary care & intervention and throughout the clinical course of our patient. Conclusion: Myocardial infarctionsinvolving non-atherosclerotic causes in young individuals as in our study should be reported by medical practitioners and given equal importance as they might indicate the underlying root cause of such events. Effective treatment of such future cases can be done by taking management strategies, diagnostic findings and prognostic data into consideration.
The first purpose of this study was to investigate whether workplace bullying and its dimensions of work-related bullying, person-related bullying, physical intimidation bullying, and cyber-bullying positively predicted three employee level outcomes of job insecurity, turnover intentions, and counterproductive work behaviour in targets of bullying. The second purpose of this study was to examine two positive psychology constructs, i.e. psychological capital along with its existing four dimensions of confidence, hope, resilience, optimism and additional four dimensions of wisdom, courage, gratitude, and forgiveness, and work engagement as possible moderators of relationships between workplace bullying and the three employee level outcomes. Employing snowball sampling through appointing a primary referral for each organisation, data were obtained from 162, (telecommunication sector) 102, (health sector) and 98 (higher education sector) employees. Linear regression was employed test direct effects and hierarchical regression was used to test moderation effects. Results revealed that full support was found for hypotheses pertaining to direct effects of workplace bullying on employee outcomes, while partial support was found for most hypotheses that had predicted direct effects of workplace bullying dimensions on employee outcomes. Full support was also found for hypotheses suggesting a moderating role of psychological capital on workplace bullying and employee outcomes relationships, while most hypotheses that had suggested a moderating role of psychological capital dimensions on workplace bullying and employee outcomes relationships found partial support. Most hypotheses that had predicted a moderating role of work engagement on workplace bullying and employee outcomes found partial support. Overall, of the 45 postulated hypotheses, 16 found full support, 24 found partial support, while five found no support. This study mainly found that adverse employee outcomes of job insecurity, turnover intentions, and counterproductive work behaviour are triggered in targets of bullying. Moreover, psychological capital and work engagement were proven as important moderators of workplace bullying and employee outcomes relationships.A notable theoretical implication of this study is broadening of the positive psychology literature: positive psychology variables of psychological capital and work engagement are suggested as significant employee strengths that may be employed as preventive measures to offset bullying effects in targets of bullying within bullying prone environments. Based on study findings, it is suggested that human resource managers, planners, and practitioners may design training and interventions focused on psychological capital and work engagement, and may integrate elements of psychological capital and work engagement in aspects such as job analysis, recruitment and selection, and work design. In addition, strengths, limitations, as well as theoretical, managerial, and organisational implications of the study are offered at the end of the study.