13. <span>Gluteus Maximus: Trapezius because the contraction of one doesn't necessarily lengthen the other.
14. </span><span>Decreased bone mass because strength training adds bone density, keeps the volume, so therefore increases the mass.
15. Not 100% what long/short is, and I'm not 100% sure of the answer. I'm going to say large/small because you already work out the smaller muscles during the working out of the large muscles.
16. The only one that one should stick by 100% is maintaining proper posture, form, and technique. But, this is health, and not bodybuilding. So, maintaining the core tension at all times. You don't need to do that for something that doesn't require the core. </span>
Answer:
You can be sensitive to sunlight if your genetics have a special combination. For example, red-haired people often have sensitivity to sunlight since they produce Vitamin D more easily with less sunlight.
1. The first step would be the preliminary screening application and interview. This happens either through phone, e-mail, or the company has an pre-generated preliminary screening procedure in their company website, but usually this is done through phone.
2. The next one would be the employment interview. When the applicant passes the preliminary screening application and interview, the applicant undergoes another interview, but this time he/she will be interviewed by the employee step-above his applied job.
3. After that, the applicant answers employment tests. This would depend on the nature of the job and/or of the recruiter or the one interviewing the applicant. Most of the times, it would be a pen-and-paper type of test or maybe done in a computer. Others might require the applicant to show his skills in front of the interviewer, a demo, to assess his skills. Take note that employment and interview and tests can be interchanged, but it solely depends on the company.
4. Checking the references and recommendations of the applicant is an important part of the selection process because through this way, even if the applicant is superb and has potential in assisting the company to achieve its goals, the company won't be liable if there are problems with the applicant's character background and work background. This would save them time in dealing with, most especially, applicants that leave and not even lasting for a month or two, a very bad work ethics, and so on.
5 This would be the making of the final decision. This is where the application would most likely be a start or an end for the applicant's new work life.
6. Physical examinations would be conducted to the newly hired applicant. He/she will be given ample time to visit a hospital or the resident institution of the company and get the necessary medical documents for processing. Some companies do this before making the final decision to determine the medical status of the applicant. Though this means that they are already hired, the results might be strong enough for the company to rebuke their decision.
Duty: duty exists when the physician-patient relationship has been established. The patient has sought the assistance of the physician and the physician has knowingly undertaken to provide the needed medical service.
dereliction: failure to perform a duty is the second element required there must be proof that the physician has somehow neglected the duty of the patient.
direct cause: there must be proof that the harm to the patient was directly caused by the actions of the physicians or the failure to act and that the harm would not have otherwise occurred.
damages: the patient must prove that a loss or harm has resulted has resulted from the actions of the physician.
Hope that helped! :)