1. Plans for Photo-shoot, 20/01/14
Product- Young Magazine
Theme
Cover 1- this cover will be representing the spring and will represent teenagers in a warmer light.
Cover 2-this cover is going to represent a teenager in a bit different way, the theme would be ‘Rock’.
Cover 3- This cover is going to represent a male model dressed really smart (suit) this is going to represent
teenagers, as elegant gentlemen.
Cover 4-This cover will show a typical teenager, dressed casually
Model
Cover1-Marta Weglarowicz
Cover2-Marta Weglarowicz
Cover3-Maciek Kolacinski
Cover4-Maciek Kolacinski
Props
Cover1-Makeup (green eye shadow and black eyeliner) and neutral clothing.
Cover2-Makeup (black and silver eye shadow and black eyeliner) and a black loose dress.
Cover3-Suit
Cover4-casual clothing
Equipment required
SLR Digital Camera, artificial lightening and white background which is already provided (college studio)
Location
Cover1-Park/Garden depending on weather and availability.
Cover2-College Studio
Cover3-College Studio
Cover4-College Studio
Risk assessment
Risk assessment undertaken on 20.01.14, no high risks than would appear to in changing location of the photo
shoots
Model release
Model release form is going to be signed by models a day before a photo shoot is going to be taken, all models
agreed to sign the form after a brief explanation of the risks and the rights to control the ways in which the
photos could be used.
Schedule
All pictures for all 4 cover photos are going to be taken on 23/01/14
Contingency plan
The back-up plan for the location is taking the photos in-doors (in college studio) for cover 1; if college studio
would appear unavailable I will take the pictures in a garden or a park. If the weather’ going to be unpleasant, I
will have to take the photos in-doors, in a college studio or my house, however if all options will become not
available, then i will have to change the date of the photo shoot, which is very unlikely to happen.
Legal and Ethical
The law of Copy Right:

2. It gives the creators of literary, dramatic, musical and artistic works the right to control the ways in which their material may be
used. The rights cover: Broadcast and public performance, copying, adapting, issuing, renting and lending copies to the public.
In many cases, the creator will also have the right to be identified as the author and to object to distortions of his work.
Copyright arises when an individual or organization creates a work, and applies to a work if it is regarded as original, and
exhibits a degree of labour, skill or judgment. Interpretation is related to the independent creation rather than the idea behind
the creation. For example, your idea for a book would not itself be protected, but the actual content of a book you write would
be. In other words, someone else is still entitled to write their own book around the same idea, provided they do not directly
copy or adapt yours to do so. Names, titles, short phrases and colors are not generally considered unique or substantial
enough to be covered, but a creation, such as a logo, that combines these elements may be. Normally the individual or
collective who authored the work will exclusively own the rights. However, if a work is produced as part of employment then
normally the work belongs to the person/company who hired the individual. For freelance or commissioned work, rights will
usually belong to the author of the work, unless there is an agreement to the contrary. How does this apply to my work: If I use
the same title for my work, that already exists that is copy right. However this doesn’t apply to me because it’s 100% my work.
Laws on discrimination:
Some forms of discrimination are only allowed if they’re needed for the way the organization works, e.g.:
 a Roman Catholic school restricting applications for admission of pupils to Catholics only
 employing only women in a health center for Muslim women
Disability
If you’re disabled you have the same rights as other workers. Employers should also make ‘reasonable adjustments’ to help
disabled employees and job-applicants with:
 application forms (e.g. providing forms in Braille, audio formats)
 aptitude tests (e.g. giving extra time to complete the tests)
 dismissal or redundancy
 discipline and grievances
 interview arrangements (e.g. wheelchair access, communicator support)
 making sure the workplace has the right facilities and equipment for disabled workers or someone offered a job
 promotion, transfer and training opportunities
 terms of employment, including pay
 work-related benefits like access to recreation or refreshment facilities
What you can do
If you’re discriminated against at work there are ways to deal with it.
Employers have to follow the law on preventing discrimination at work.
The Sex Discrimination Act 1984 is an Act of the Parliament of Australia which prohibits discrimination on the basis of sex,
marital or relationship status, actual or potential pregnancy, sexual orientation, gender identity, intersex status or breastfeeding
in a range of areas of public life. These areas include work, accommodation, education, the provision of goods, facilities and
services, the activities of clubs and the administration of Commonwealth laws and programs. The Act seeks to eliminate
discrimination involving dismissal of employees with family responsibilities and to eliminate sexual harassment in areas of
public activity.
The Act also seeks to create recognition and acceptance within the community of the principle of the equality of men and
women.
The rights and responsibilities of pregnant and potentially pregnant workers in the workplace were clarified by the Sex
Discrimination Amendment (Pregnancy and Work) Act 2003. The Act implements Australia’s obligations under the Convention
on the Elimination of All Forms of Discrimination Against Women which came into force in September 1981 and which Australia
ratified in July 1983, subject to several reservations and declarations. The Act also gives effect to parts of International Labour
Organization Convention 156 which concerns workers with family responsibilities.
The Racial Discrimination Act 1975 (RDA) is a statute passed by the Australian Parliament during the Prime Ministership of
Labor Gough Whitlam.
The RDA makes racial discrimination unlawful in Australia and overrides inconsistent States and Territory legislation, making
the State or Territory law ineffective to the extent of the inconsistency. The power of the national Parliament to pass this over-
riding law arises under the "external affairs" power contained in section 51(xxix) of the Australian Constitution. The power arose

3. from the International Convention on the Elimination of all Forms of Racial Discrimination to which Australia is a signatory. This
use of the power in this manner was confirmed in the landmark High Court decision in Koowarta v. Bjelke-Petersen in 1982.
The Racial and Religious Tolerance Act 2001 was implemented by the Steve Bracks' Labor government in the state of Victoria,
Australia. It was effective from 1 January 2002. It has been heavily criticised as an assault on free speech.
Obscenity laws:
An obscenity is any statement or act which strongly offends the prevalent morality of the time.]
It is derived from the Latin
obscaena (offstage) a cognate of the Ancient Greek root skene, because some potentially offensive content, such as murder or
sex, was depicted offstage in classical drama. The word can be used to indicate a strong moral repugnance, in expressions
such as "obscene profits" or "the obscenity of war".
Conflicts Between Ethics and the Law
Social workers generally agree that they should obey laws that clearly are essential for an orderly society. However, some
practitioners argue that in some instances, blind obedience to the law can be short-sighted and harm clients, particularly when
laws seem to be unjust. Ethical codes are adopted by organizations to assist members in understanding the difference between
'right' and 'wrong' and in applying that understanding to their decisions. An ethical code generally implies documents at three
levels: codes of business ethics, codes of conduct for employees, and codes of professional practice.