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case study on domestic violence staff
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The Incident
A team member, the employee relations specialist, receives a phone call from an employee. She reports that she has just finished a long conversation with a friend and coworker, a part-time employee, who revealed to her that she is a victim of domestic violence. To her surprise, she learned that the woman's husband has been abusing her since their first child was born. He is careful to injure her only in ways that do not leave visible signs, and she feels sure no one would ever believe her word against his. The family's assets, even "her" car, are all in his name, and her part-time salary would not be enough for herself and the children to live on. Further, he has threatened to kill her if she ever leaves him or reveals the truth. After talking with the employee, the coworker agreed to let the situation be reported to the workplace violence team.
Response
The Employee Relations specialist agreed to meet with both employees immediately. The abused woman asked to have her friend along and, at the employee relations specialist's suggestion, gave her permission to explain the situation to the two employees' supervisor. After interviewing her in a caring, supportive way to get basic information, she asked other team members, the security director and the Employee Assistance Program (EAP) counselor, to join her in analyzing the situation. Then she met with the abused employee, her friend (at her request), and her supervisor to report on the team's recommendations.
The Employee Assistance Program counselor arranged for the abused woman to see another counselor, who had an open appointment that same day, for counseling and referral to the community agencies that could help her.
The counselor referred her to a comprehens...
... middle of paper ...
...apartment. The children are seeing a child psychologist, recommended by the Employee Assistance Program counselor, to help them make sense of an upsetting situation, and she attends a support group for battered women. Her friend from her former office has helped her with encouragement, support, and suggestions on how to handle the stresses of single parenthood.
Questions for the Agency Planning Group
1. Are your team members knowledgeable about domestic violence?
2. What do you think about the role of the friend? How would you encourage agency employees to support coworkers in these types of situations?
3. Does your agency have access to career transition services to help in these types of situations?
4. Has your planning group identified someone knowledgeable about restraining/protective orders to discuss with the employee the pros and cons of obtaining one?
Client attempted to call Dan’s home but his wife would pick up and she would hang up. She would constantly call his job and he would ignore her calls. Client also that Dan had moved to the suburbs once she notified him that she was pregnant with their child. When she first notified him about being pregnant, he was under the impression that she would abort the child but she was not going to do that because she loved him and she was going to love this child as well. She made c...
The thought of her brothers still being in her former home environment in Maine hurt her. She tried to think of a way to get at least one of her brothers, the sickly one, to come and be with her. She knew that her extended family was financially able to take in another child, and if she showed responsibility, there would be no problem (Wilson, 40). She found a vacant store, furnished it, and turned it into a school for children (Thinkquest, 5). At the age of seventeen, her grandmother sent her a correspondence, and requested her to come back to Boston with her brother (Thinkquest, 6).
Working as a teacher serving at-risk four-year-old children, approximately six of her eighteen students lived in foster care. The environment introduced Kathy to the impact of domestic violence, drugs, and family instability on a developing child. Her family lineage had a history of social service and she found herself concerned with the wellbeing of one little girl. Angelica, a foster child in Kathy’s class soon to be displaced again was born the daughter of a drug addict. She had been labeled a troublemaker, yet the Harrisons took the thirty-hour training for foster and adoptive care and brought her home to adopt. Within six months, the family would also adopted Angie’s sister Neddy. This is when the Harrison family dynamic drastically changes and Kathy begins a journey with over a hundred foster children passing through her home seeking refuge.
Therefore, even if the facts show that these employees where somehow providing professionally approved care, i.e. physically restraining her during an out of control incident, the patient’s perception that she was being physically and sexually assaulted remains to be the outcome. Therefore, according to the consequential theory of ethics, this behavior would not be considered ethical. Therefore, an alternative action, or one that is not perceived to be threatening and harmful, must be executed.
The person that I interviewed for this paper was Patricia Margaret Lassiter. Born in Maryland on November 7, 1967 she was an only child. The lifestyle that she grew up in was much disoriented and was one that no child should be put through. Both of her parents were alcoholics and very abusive, and would even let their daughter drink alcohol because they thought it was comical when she passed out. Her father was abusive to both his wife and Patricia, so in the best interest of protecting her child, Patti (Patricia’s Mom) left her husband, and filed for a divorce. After the parents divorced, Patricia’s parents went to court, and both tried to fight for custody of their daughter. In the end, it was up to Patti, who was only in the 1st grade, to decide who she wanted to live with. Being torn apart she made the decision to go with her mom, but later regretted it. Her mother had many relationships, but went through the same process as her last marriage. The relationships her mother was in were all abusive due to alcohol, and many nights Patricia would have to run away while her mother protected her from these abusive men. One morning Patricia’s mother took her to school even though Patricia insisted that school wasn’t opened that day. Dropping her off at school Patti told Patricia to go to class, and wait for the teacher. After waiting in her classroom for hours, someone finally found her, but when Patricia tried to come into contact with her mother to pick her up from school she would not respond. That was the very last day she saw her mother. Social Service came by the school, and put her in a foster home for three days, and then was transferred to live with a lady called Shirley. From time to time she had visits from her father, and...
As a marketing manager, you have recently turned down Nancy Conrad for a position as sales supervisor. Nancy believes the denial was due to her gender, and she has filed a sex discrimination charge with the EEOC. Explain the steps the EEOC will use to process the charge; include Nancy 's options during the process.
Ask the employee how the issue can be resolved so it does escalate to termination of employment.
Sexual harassment is a serious issue in the workplace, especially one that is still a predominantly male workforce like the police force. The legal definition of sexual harassment is “verbal or physical conduct of a sexual nature that unreasonably interferes with the employee’s work or cerates an intimidating, hostile or offensive working environment” (Sbraga, O’donohue). There is also a psychological definition of sexual harassment, which is defined as “an unwanted sex related behaviour at work that is appraised by the recipient as offensive, exceeding her resources, or threatening her will-being”(Sbraga & O’donohue). These definitions have been defined since the 1990s, yet in male predominant environments it continues to go on as if they were never told about them.
Describe the claimant’s abilities and limitations in responding appropriately to supervisors and to coworkers in a work setting.
“Career One Stop Pathways to Career Success.” NC Employment Security Commission. 2 Sep. 2009. Web. 18 Feb. 2010.
1. Based on the scenario, does the employee have a legally viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment? What is the likely outcome?
In the case of Mary, we are giving the opportunity to help Mary receive the assistance to face her addiction. Even though Helen should have acted sooner in offer EAP. In the case of Kathy, we are given the opportunity to show support during a difficult time. In both cases, these women were exemplary employees who exceed expectation. They deserve every opportunity afforded them to see them work their way
On June 26th, 2013 Ann Slick asked Sam Blunt on a date. Ms. Slick is a local grocery manager who appears to be responsible for hiring, firing, making decisions. Mr. Blunt agreed to accompany Ms. Slick to Taco Bell on Friday evening, the 28th of June. Mr. Blunt a customer service representative, employee who is responsible for providing the customers with great customer service. From Mr. Blunt’s perspective, the date does not end well. On Monday, July 1st Ms. Slick requested to go on another date with Mr. Blunt. Mr. Blunt denied her request to go on another date. Ms. Slick asked Mr. Blunt four more times to accompany her on a date. After the fifth and final request by Ms. Slick was on July 24th, Ms. Slick allegedly said to Mr. Blunt, ‘’ What, are you gay or something?’’ Mr. Blunt replied ‘’No.’’ Mr. Blunt felt very uncomfortable to the point where he felt that sexually harassed by his store manager. Mr. Blunt had never touched her or spoken to her inappropriately.
Han, D., & Kleiner, B. H. (1999). How to conduct sexual harassment training effectively. Equal Opportunities International, 18(5), 27-31. Retrieved from http://search.proquest.com/docview/199560789?accountid=15070
In this assignment, I will go to talk about Sexual Harassment in the workplace, which is a serious problem in the workplace, how to recognize it, establishing procedures to report it and how to prevent it. The goal is zero tolerance harassment in the workplace.